Managing non-work-related computing within organizations

: a multiple approaches comparison study

Abstract

Recent research has shown that non-work-related computing (NWRC) can cost a lot to an organization, such as productivity loss, security problems, and even legal liability. Despite the execution of traditional managerial approaches, which are suggested as countermeasures for computer misuses, such as severe punishment and system blocking, employees still find ways for NWRC. This reflects an insufficiency of the traditional approaches to manage such a new workplace computing phenomenon. As a result, organizations are eager for some managerial approaches that can successfully induce employees’ persistent change in NWRC behavior as well as their self-restraint in NWRC behavior. Drawing from the literatures on IS Security, Organization Behavior, and Social Psychology, this research proposes and compares four specific managerial approaches in inducing employees’ sustainable change and self-restraint in the NWRC behavior. The four proposed approaches were preventive system, deterrent policy, persuasive campaign, and positive discipline. The former two approaches were classified as control-oriented approaches, while the latter two approaches were classified as commitment-oriented approaches. Two between-subject surveys with vignettes were conducted to examine the theoretical arguments of the present research. The findings from the two studies were consistent with our prediction that the two commitment-oriented approaches are more successful than the two control-oriented approaches, in terms of inducing sustainable change and self-restraint in NWRC behavior. We also found that employees responded with persistent change and self-discipline through the development of affective (desire-based) commitment to change and normative (obligation-based) commitment to change. In addition, the results also gave support to our assertion that procedural justice may be a potential factor to cause the success of a managerial approach in leading to persistent change and self-discipline on NWRC behavior. All in all, this research suggests the importance of commitment and procedural fairness in explaining and leading to long-term change and self-restraint in NWRC behavior. The findings of the present research do not only contribute to the advancement of the existing computer misuse literature, but also provide practical insights to organizations in dealing with NWRC.

Date of Award	15 Feb 2007
Original language	English
Awarding Institution	City University of Hong Kong
Supervisor	Kai H. LIM (Supervisor)