Impact of digital surge during Covid-19 pandemic: A viewpoint on research and practice.

Examining the role of trust and quality dimensions in the actual usage of mobile banking services: An empirical investigation

Antecedents of trust and continuance intention in mobile payment platforms: The moderating effect of gender

The threat that insiders pose to businesses, institutions and governmental organisations continues to be of serious concern. Recent industry surveys and academic literature provide unequivocal evidence to support the significance of this threat and its prevalence. Despite this, however, there is still no unifying framework to fully characterise insider attacks and to facilitate an understanding of the problem, its many components and how they all fit together. In this paper, we focus on this challenge and put forward a grounded framework for understanding and reflecting on the threat that insiders pose. Specifically, we propose a novel conceptualisation that is heavily grounded in insider-threat case studies, existing literature and relevant psychological theory. The framework identifies several key elements within the problem space, concentrating not only on noteworthy events and indicators- technical and behavioural- of potential attacks, but also on attackers (e.g., the motivation behind malicious threats and the human factors related to unintentional ones), and on the range of attacks being witnessed. The real value of our framework is in its emphasis on bringing together and defining clearly the various aspects of insider threat, all based on real-world cases and pertinent literature. This can therefore act as a platform for general understanding of the threat, and also for reflection, modelling past attacks and looking for useful patterns.

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Understanding Insider Threat: A Framework for Characterising Attacks

The expectation-confirmation model (ECM) of IT continuance is a model for investigating continued information technology (IT) usage behavior. This paper reports on a study that attempts to expand the set of post-adoption beliefs in the ECM, in order to extend the application of the ECM beyond an instrumental focus. The expanded ECM, incorporating the post-adoption beliefs of perceived usefulness, perceived enjoyment and perceived ease of use, was empirically validated with data collected from an on-line survey of 811 existing users of mobile Internet services. The data analysis showed that the expanded ECM has good explanatory power (R 2 = 57.6% of continued IT usage intention and R 2 = 67.8% of satisfaction), with all paths supported. Hence, the expanded ECM can provide supplementary information that is relevant for understanding continued IT usage. The significant effects of post-adoption perceived ease of use and perceived enjoyment signify that the nature of the IT can be an important boundary condition in understanding the continued IT usage behavior. At a practical level, the expanded ECM presents IT product/service providers with deeper insights into how to address IT users' satisfaction and continued patronage.

The effects of post-adoption beliefs on the expectation-confirmation model for information technology continuance

Limitations to the rapid adoption of M-payment services

This research examined the predictive accuracy of selected variables (high school letter grade average, first-year college grade point average (GPA), residence location, cumulative hours taken, mot...

The Persistence of College Students from Their Freshman to Sophomore Year

Purpose



– The purpose of this paper is to examine the attitudinal differences between men and women with respect to work issues and leadership and the implications that these outlooks have in the US (USA) workforce. While studies have been conducted to show how men and women differ in the work and leadership styles, attitudes can affect how workers and leaders are treated and may explain why people behave the way that they do. 




Design/methodology/approach



– Using data from the 2010-2012 World Values Survey (WVS-6), comparisons were performed with the Mann-Whitney U test to determine if there were significant differences in attitudes and perceptions of work and leadership between men and women in the USA based on five questions concerning attitudes toward men and women in the workforce. The sample consisted of 1,070 males and 1,139 females who responded to questions using a Likert scale-rating system. 




Findings



– There were significant differences between males and females at the p < 0.01 level for four of the five questions. Men were more likely to believe that men have more rights to jobs when jobs are scarce. Women believed more than men that having a job was the best way for a woman to be independent. Men believed that they made better political leaders. Men also believed that they made better business executives. However, there was no significant difference in the question about women making more than men. Neither felt strongly that a woman earning more money than her husband would cause problems. 




Originality/value



– The research provides insight into factors that might affect how men and women perceive both their own group and the other group. It is important to ensure that gender perceptions are evaluated to address issues that may still persist and contribute to gender inequality in the workplace and how behaviors and attitudes of each gender affect roles and norms.

Workplace and leadership perceptions between men and women

More advanced technologies that make it possible to monitor employees in the workplace have led to controversies on both legal and ethical grounds. Employers can now easily monitor emails, Internet usage and sites visited, and keystrokes, as well as use GPS systems to track employeesâ€™ movements throughout the day. At one end of the spectrum is the employer who claims that monitoring not only improves productivity but is a legal necessity that assists in keeping the company from becoming legally liable for employeesâ€™ misuse of technology. Employees, on the other hand, want their privacy protected, and many believe that it is more a matter of them not being trusted. In this paper, an examination is presented that describes various forms of workplace surveillance and monitoring, viewpoints of both employers and employees, policies that companies have implemented, and the ethical and legal implications of such policies.

Employee Monitoring and Ethics: Can They Co-Exist?

The ubiquitous nature of technology today fosters the perception that its use as a means of information sharing and gathering occurs equally across resources. There is however a digital divide which commonly refers to the socio-economic, ethnic, educational, and cultural inequality of access and use of digital technologies in society today. Less clear in the literature is as Digital natives and Immigrants age and enter the workforce, how their age will affect their use of technology as a social and information gathering resource Herring, 2008. Will advances in mobile technologies and age extend the digital divide or will they continue to be technology zealous? Based on data analyzed from wave 6 of the World Values Survey WVS a significant difference exists between the generations in the use of different information sources used for information gathering and sharing as they age.

Angelina I. T. Kiser

Papers

Limitations to the rapid adoption of M-payment services

The Persistence of College Students from Their Freshman to Sophomore Year

Workplace and leadership perceptions between men and women

Employee Monitoring and Ethics: Can They Co-Exist?

The Information Gap amongst the Generations and the Implications for Organizations