The impact of leadership on employees' intended information security behaviour: An examination of the full‐range leadership theory

Abstract

Explaining the influence of management leadership on employees' information security behaviour is an important focus in information systems research and for companies and organizations. Unfortunately, the role of leadership

Privacy concerns in the smart home context

“…Our analysis focuses on explanatory/confirmatory modeling. We have therefore used the proposed PLS approach, which offers a broad flexibility and scope for theory and practice [53]. In contrast to maximum likelihood (ML)based covariance-based SEM approaches, the evaluation of the structural and measurement model in PLS-SEM is based on a number of nonparametric evaluation criteria [49,52] and PLS-SEM is more suitable for unestablished models or preliminary model building [66].…”

“…The use of PLS-SEM has several advantages, e.g., when sample sizes are small, with less normalized data, or when complex models with many items and relationships are estimated [49]. Furthermore, it permits simultaneous testing of the measurement model and the estimation of the structural model [24] and provides a broad scope and flexibility for practice and theory [53]. Measurement validation and model testing were conducted using a two-step approach with the SmartPLS/-Version 3.2.8 software [54].…”

Impact of Knowledge Oriented Leadership on Knowledge Management Processes in the Middle Eastern Audit and Consulting Companies

“…Transformational leaders encourage employees to be more creative, innovate and to make independent decisions leading to accomplish the organizational desired performance (Le & Lei, 2018;Park & Kim, 2018;Breevaart & Zacher, 2019;Li et al, 2019;Jada, Mukhopadhyay, & Titiyal, 2019). Transformational leaders communicate clearly the organizational vision and goals, and encourage employees to improve their skills seeking new opportunities for the development of the organization and accomplishment of its vision (Le & Lei, 2018;Guhr, Lebek, & Breitner, 2018). They also create an empowered and motivating working environment through being role models who inspire their followers (Park & Kim, 2018).…”

“…Transactional leaders motivate other individuals by fulfilling their interest through providing the deserved rewards against achieving the desired goals. Transactional leaders control their followers' behaviors by rewarding them for high performance and punishing them for their mistakes after defining their expectations and clarifying the organization's goals (Waris et al, 2018;Guhr et al, 2018). Authentic leaders help other individuals inside the organization to get involved and make good relationships at work in order to confront with the work environment.…”

“…Authentic leaders are characterized by their self-regulation system of values, their ethical decision-making process, their understanding of the strengths and weaknesses they possess, and their knowledge sharing among their followers (Mubarak & Noor, 2018;Seidel, Saurin, Tortorella, & Marodin, 2019;Adigüzel, & Kuloğlu, 2019). Laissez-faire leaders have no influence over other individuals in the organization since they do not interact with the employees and do not set clear the goals and the expectations to them as well (Guhr et al, 2018;Breevaart & Zacher, 2019). This form of leadership is considered less effective than other forms because of the lack of information communicated to the employees from the leaders, which result in negative consequences such as reduction of employees' satisfaction and increase in work conflicts (Breevaart & Zacher, 2019).…”