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To help reduce the increasing number of information security breaches that are caused by insiders, past research has examined employee non-compliance with information security policy. However, existent studies have observed mixed results, which suggest that an interaction is likely to exist among the variables that explain employee non-compliance. In an effort to provide evidence for this possibility, this paper aims to better explain why employees routinely engage in non-compliant behaviors by examining the direct and interactive effects of employees’ perceived costs and rewards of compliance and non-compliance on their routinized non-compliant behaviors.

Based on rational choice theory, this study used 16 hypothetical scenarios in an experimental survey, collecting data from 326 respondents and analyzing them via structural equation modeling and a four-way factorial experiment.

The results suggest that routinized non-compliance of employees is more strongly influenced by the rewards than the costs they perceive in their non-compliance. Further, employees’ routinized non-compliance behavior was found to be positively influenced by an interactive effect of perceived rewards of compliance when their perceptions of their non-compliance costs and rewards were both high and low.

This paper’s key contribution is to suggest that non-compliance behavior is influenced by direct and interactive effects of perceived rewards of compliance and non-compliance.

The purpose of this paper is to introduce activity theory (AT) as a new theoretical lens to the field of information security non-compliance by explaining how research in that field can benefit from AT and to suggest eight propositions for future research.

Based on AT, the paper suggests that employees, IT systems, task characteristics, information security policies (ISPs), community and division of labor can be viewed to form an ensemble that is labeled activity. Their characteristics and/or the relationships that exist between them in organizational contexts are hypothesized to influence non-compliance behaviors.

The paper suggests that AT provides a broad lens that can be useful for explaining a large variety of non-compliant behaviors related to information security.

The paper focuses only on non-compliant behaviors that employees undertake with non-malicious intentions and offers avenues for future research based on the propositions that are developed in the paper.

The paper provides a useful step toward a better understanding of non-compliant ISP behaviors. In addition, it proposes and explains new research areas in the non-compliance field.

This purpose of this paper is to investigate the status of Islamic banking in Lebanon, through addressing the perceptions of existing and potential clients. The study has two objectives: one is to identify and measure the factors that clients perceive as important in deciding to patronize an Islamic bank, and the other is to draw a client profile for Islamic banks operating in Lebanon.

The literature review provided the theoretical framework this study builds on. A survey instrument was developed and the data were analyzed using SPSS (19.0). To draw the client profile, the researcher conducted cluster analysis followed by discriminant analysis. To identify and measure the Islamic bank selection criteria, the researcher used factor analysis followed by regression analysis.

Findings show that clients consider five variables in deciding whether or not to patronize Islamic banks. These variables are trust in Islamic banks and their true compliance with Sharia, customers’ familiarity with Islamic modes of finance, cost of financing and other transactions, accessibility of Islamic banks, and the quality of service offered by those banks. The study was also able to delineate the significant attributes of IB clients, raising the issue of changing the target market segment.

This study employed a usable sample size of 199 questionnaires collected from one MENA region nation, Lebanon. It may be useful to probe the research questions of this study using a larger sample size collected from several MENA region nations, in order to reach a more validated conclusion. In addition, it may be equally useful to assess other demographic and psychographic variables as distinguishing factors among client clusters, for the purpose of reaching a deeper understanding of Islamic bank clientele in this region.

It is suggested that Islamic banks consider the five factors identified in this study, while preparing their marketing strategy, for the purpose of increasing their market share in the non-GCC MENA region. It is also suggested that Islamic banks approach the so far neglected market segments, rather than sticking to their traditional clients.

This paper is the first to investigate the status of Islamic banks in Lebanon. The findings of this study will help refocus the marketing strategies of Islamic banks in Lebanon. They may also apply to other developing non-GCC countries in the MENA region.

Talent management can provide an organization with a competitive advantage. However, little is known about how human resource practices pertaining to talent management drive positive outcomes. Drawing on social exchange theory, this study investigates the effect of talent management practices usage on employee commitment and intention to leave. Integrating social exchange theory and the theory of met expectations facilitated predicting the mediating role of perceived career growth in the talent management practices usage-employee outcomes relationship.

Data were collected using a survey from 268 employees from eight organizations from the financial and services industries in Jordan.

Talent management practices usage has a significant direct positive effect on employee commitment but no direct effect on employees’ intention to leave. Further, there is pioneering evidence that perceived career growth mediates the following relationships: talent management practices usage and commitment and talent management practices usage and intention to leave.

The study provides unprecedented evidence of the effect of TM practices usage on employee outcomes and the role of perceived career growth in the TM practices usage-employee outcomes relationship from an underexplored context of Jordon. Our research results contribute to theory development in TM by supporting, extending and integrating social exchange theory and the theory of met expectations.