“<i>I do it because they do it</i>”:social-neutralisation in information security practices of Saudi medical interns

Successful implementation of information security policies (ISP) and IT controls play an important role in safeguarding patient privacy in healthcare organizations. Our study investigates the factors that lead to healthcare practitioners' neutralisation of ISPs, leading to non-compliance. The study adopted a qualitative approach and conducted a series of semi-structured interviews with medical interns and hospital IT department managers and staff in an academic hospital in Saudi Arabia. The study's findings revealed that the MIs imitate their peers' actions and employ similar justifications when violating ISP dictates. Moreover, MI team superiors' (seniors) ISP non-compliance influence MIs tendency to invoke neutralisation techniques. We found that the trust between the medical team members is an essential social facilitator that motivates MIs to invoke neutralisation techniques to justify violating ISP policies and controls. These findings add new insights that help us to understand the relationship between the social context and neutralisation theory in triggering ISP non-compliance

A Framework for Organizational Compliance Management Tactics

Abstract. Organizational compliance with laws, industrial standards, procedures and enterprise architectures has become a highly relevant topic for both practitio-ners and academics. However, both the fundamental insights into compliance as a concept and the tactics for bringing an organization into a compliant state have been described in a fragmented manner. Using literature from various disciplines, this paper presents two contributions. First, it describes the fundamental concepts regarding compliance. Second, it presents a framework in which the various tactics for achieving organizational compliance can be positioned

A model for describing and maximising Security Knowledge Sharing to enhance security awareness

Employees play a crucial role in enhancing information security in the workplace, and this requires everyone having the requisite security knowledge and know-how. To maximise knowledge levels, organisations should encourage and facilitate Security Knowledge Sharing (SKS) between employees. To maximise sharing, we need first to understand the mechanisms whereby such sharing takes place and then to encourage and engender such sharing. A study was carried out to test the applicability of Transactive Memory Systems Theory in describing knowledge sharing in this context, which confirmed its applicability in this domain. To encourage security knowledge sharing, the harnessing of Self-Determination Theory was proposed— satisfying employee autonomy, relatedness and competence needs to maximise sharing. Such sharing is required to improve and enhance employee security awareness across organisations. We propose a model to describe the mechanisms for such sharing as well as the means by which it can be encouraged

Financial performance ranking of the automotive industry firms in Turkey: Evidence from an entropy-weighted technique

This paper evaluates the financial performance of the firms in the Turkish automotive industry in the Istanbul Stock Exchange Market (ISEM) by applying the Technique for Order Preference by Similarity to Ideal Solution Methods (TOPSIS). The paper aims to measure and compare the financial performance ranking of these firms. The performances of these firms for a timeperiod between 2009 and 2012 are assessed and ranked by integrating the TOPSIS method and an entropy-weighted technique that is used to identify the weights of the financial ratios. According to the results, the F-M Izmit Piston firm has the highest performance rate for four years whereas the Parsan firm’s performance index value is the lowest one. Such companies as Ford Auto, Anadolu Isuzu, Ege Industry, Ditas Dogan have stable results for the following four years. This technique, which can also be defined as the Enthropy-Weighted TOPSIS, is understood to be a significant multi-criteria decisionmaking method in terms of providing objective assessment. © 2013, Econjournals. All rights reserved

Küçülme stratejileri ve türkiye’nin ilk 500 büyük işletmesinde küçülme stratejileri üzerine bir araştırma

*Bu makale Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü İşletme Ana Bilim Dalı’nda hazırlanan yüksek lisans tezimden yararlanılarak oluşturulmuştur.Son yıllarda, büyük işletmeler teknolojik gelişmelere ve hızla değişen dünyaya ayak uydurabilmek için geleneksel yapılarını değiştirmek durumunda kalmaktadırlar. Son yirmi yılda küçülme, kademe azaltma, dış kaynaklardan yararlanma ve işten çıkarma gibi organizasyonel yapılandırma çabaları global rekabete karşı geliştirilmiş önemli stratejiler olarak karşımıza çıkmaktadır. İşletmelerdeki düşük verimlilik, yüksek işçi maliyetleri ve ekonomik yıpranma, iş dünyasını ve sanayiyi daha az sayıda personelle verimliliği ve rekabet gücünü arttırabilmek için zorlamaktadır. Araştırma çerçevesinde konu ile ilgili yerli ve yabancı literatür taraması yapılmıştır. Küçülme ve küçülme stratejileri ile ilgili olarak yapılan araştırmalar incelenmiş, bu bilgiler doğrultusunda özgün bir model oluşturulmuştur. Literatür taraması yapıldıktan sonra 19 değişken belirlenmiş ve bu değişkenler doğrultusunda araştırmanın anket formu düzenlenmiştir. Yapılan araştırma sonucunda 92 işletmeden 38’inin küçüldüğü, küçülenlerin işçi çıkarma, yeniden tasarlama ve sistem stratejilerinden birini ya da birkaçını seçtikleri, kriz, yönetsel karar, plansız büyüme gibi nedenlerle küçüldükleri; küçülme stratejisinin işletmelerde, üretim miktarının artması, işçilik maliyetlerinin düşmesi gibi olumlu; çalışanların iş yükünün artması, motivasyon eksikliği, örgüt içerisinde tecrübeli personelin azalması gibi olumsuz sonuçları olduğu belirlenmiştir. Araştırma sonucuna göre işletmelerin karları, verimlilikleri ve satışları olumlu ya da olumsuz herhangi bir şekilde küçülme stratejilerinden etkilenmektedir.Recently, large corporations are in the situation of restructuring their traditional structures due to adapt technologic developments and rapidly chancing world. Over the last twenty years organizational restructuring efforts such as downsizing, delayering, outsourcing and layoffs became predominant reaction to global competition. Low productivity, increasing labour costs and economic recessionary presures have forced business and industry to maintain efficiency with reduced personnel to retain a profitable organization structure and to increase competitiveness. The previous local and general literature on downsizing and downsizing strategies is reviewed, in order to highlight the variables examined. Following the review, nineteen strategic variables have been determined. A singular model and questionaire has been developed by using these variables. At the study we found that 38 establishments have downsized and used workforce reduction, work redesign and systemic strategies to downsize. Some reasons of downsizing are crises, growth without planning and managemen decision. It can be said that there are positive outcomes of downsizing strategies such as decreasing in production costs and labour costs. It can also be mentioned that there are negative outcomes of downsizing strategies such as increasing in the work load, decreasing in the motivation, and decreasing in the number of senior emloyees. Consequently, we found that coorporations profitability, productivity and sales have been affected by the downsizing strategies

New insights into understanding manager's intentions to overlook ISP violation in organizations through escalation of commitment factors

This paper addresses managers' intentions to overlook their employees' Information Security Policy (ISP) violation, in circumstances when on-going projects have to be completed and delivered even if ISP violation must take place to do so. The motivation is based on the concern that ISP violation can be influenced by escalation of commitment factors. Escalation is a phenomenon that explains how employees in organizations often get involved in nonperforming projects, commonly reflecting the tendency of persistence, when investments of resources have been initiated. We develop a theoretical understanding based on Escalation of Commitment theory that centres on two main factors of noncompliance, namely completion effect and sunk costs. We tested our theoretical concepts in a pilot study, based on qualitative and quantitative data received from 16 respondents from the IT - industry, each representing one respondent from the management level. The results show that while some managers are very strict about not accepting any form of ISP violation in their organization, their beliefs start to change when they realize that such form of violation may occur when their employees are closer to completion of a project. Our in-depth interviews with 3 respondents in the followup study, confirm the tension created between compliance with the ISP and the completion of the project. The results indicate that the larger the investments of time, efforts and money in a project, the more the managers consider that violation is acceptable.</p

Effects of Leader–member Exchange and Perceived Organizational Support on Organizational Innovation: The Case of Denizli Technopark

AbstractInnovation is considered as a crucial key surviving in changing environments. This study examined a model of consequences of leader–member exchange and perceived organizational support on organizational innovation. Research data obtained from those 77 subordinates working in techno park firms in Denizli, Turkey. The data were analyzed through the SPSS 20 statistical packet program and two proposed relations were tested through regression analyses. Results indicate that when leader–member exchange increases, organizational innovation level also escalates. In the same way, as perceived organizational support increases organizations might perform well in terms of innovation. Therefore, it might be argued that, organizations concentrating on creativity and innovation may consider leader selection with an emphasis on leader-member exchanges and organizational support facilities for employees

Relationships Between The Flexible Working, Intention To Leave And Subjective Well-Being

13th International Strategic Management Conference (ISMC) - JUL 06-08, 2017 - Podgorica, MONTENEGROWOS: 000426866600019The purpose of research is determining the effect of employee's flexible working attitude on intend to leave and subjective well-being. The sample of this research is employees of a company which applies flexible working and operates the area of organized industrial zones in Manisa. In this regard, 164 employees which generally work in call center, joined the research as filling questionnaires. Non-being of the research which examines the flexible attitude, intend to leave and subjective well-being together in the body of literature becomes more attractive the topic. So, the result of this research will help not only academicians who interest the topic but also managers who apply flexible working with giving up-date information. Moreover, results may contribute to further researches which examine the topic from different aspects and relate different terms. Two research questions are concentrated here. One of them is whether existence of statistically meaningful connection between flexible working attitude and subjective well-being in offices. Whether existence of statistically meaningful connection between flexible working attitude of employees and intend to leave or not is the latter one. (C) 2017 Published by Future Academy www.FutureAcademy.org.U