Impact of negative emotions on violations of information security policy and possible mitigations
Bibliographic Data
| ID | 21452005 |
|---|---|
| Authors | Jie Zhen (0000-0002-4859-6283, Chongqing Technology and Business University), Zongxiao Xie (0000-0002-3553-450X, China Financial Certification Authority, Beijing, People’s Republic of China, corresponding author), Kunxiang Dong (0000-0003-4321-9347, Shandong University of Finance and Economics), Lin Chen (0000-0001-5135-3998, Shandong University of Science and Technology) |
| Year | 2022 |
| Volume | 41 |
| Issue | 11 |
| Pages | 2342-2354 |
| Publication date | 2022-08-18 |
| Open Access | No |
| Type | ARTICLE |
| Venue | Behaviour and Information Technology (JOURNAL) |
| Journal identifiers | ISSN: 0144-929X • E-ISSN: 1362-3001 |
| Publisher | Informa UK Limited (PUBLISHER • GB) |
| DOI | 10.1080/0144929x.2021.1921029 |
| OpenAlex | W3158960882 |
| Language | EN |
| Citations received | 5 |
| References cited | 57 |
Security research on the role of employees’ negative emotions in their information security policy (ISP) violations is limited. In this study, we examine how employees’ negative emotions influence their intention to violate ISP. To understand how to reduce employees’ negative emotions, we investigate the effects of perceived organisational support, psychological ownership, and work engagement. We test our hypotheses using survey data of 318 employees from various organisations in China. Results indicate that employees with negative emotions are more likely to violate ISP, while perceived organisational support, psychological ownership, and work engagement can reduce employees’ negative emotions. Furthermore, psychological ownership and work engagement partially mediate the relationship between perceived organisational support and negative emotions. The theoretical and practical significance of these results and the direction of future research are discussed
Computer security · Information security · Negative emotion · Negative information · Survey data collection · Test (biology) · Work (physics) · Work engagement · Bullying, Victimization, and Aggression · Information and Cyber Security · Network Security and Intrusion Detection · Psychology · Social Psychology
From forceful compliance to motivated endorsement
Understanding employees' responses to information security management practices
Understanding employee's emotional reactions to ISSP compliance
Situational support and information security behavioural intention
Organisational culture and information security awareness of Chinese grassroots civil servants
The Impact of Personal Resources and Job Crafting Interventions on Work Engagement and Performance
Antecedents and outcomes of organizational support for development
Perceived Organizational Support and Leader-Member Exchange
Practicing Safe Computing
Linking Organizational Resources and Work Engagement to Employee Performance and Customer Loyalty
What Do Systems Users Have to Fear? Using Fear Appeals to Engender Threats and Fear that Motivate Protective Security Behaviors1
The State of Psychological Ownership
The Short-lived Benefits of Abusive Supervisory Behavior for Actors
Understanding Employee Responses to Stressful Information Security Requirements
Employees' Goal Orientations, the Quality of Leader-Member Exchange, and the Outcomes of Job Performance and Job Satisfaction.
Reciprocation of perceived organizational support.
The Other Side of Acceptance
Assimilation of Enterprise Systems
Perceived organizational support
The Measurement of Engagement and Burnout
Psychological ownership
Psychological ownership and feelings of possession
Individualism‐collectivism as an individual difference predictor of organizational citizenship behavior
Collective psychological ownership within the work and organizational context
Exchange and power in social life
How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism
Translating emotion theory and research into preventive interventions
| Citations per year | 1.67 |
|---|---|
| Citation span | 2023 - 2024 (2) |
| Highly cited | No |