Unethical Information Security Behavior and Organizational Commitment

Organizational Commitment

The study of OC is important because organizational commitment can influence employees’ creativity, innovativeness, adaptation, and reduces unethical behaviors. For a long time, OC is defined as the subject’s perceptions concerning his loyalty toward the organization, his willingness to exert a great deal of effort to achieve organizational goals, and his acceptance of the organization’s values (Porter et al., 1974). In the other words, OC is an attitude that influences employee behavior beneficial to the organization (Riketta, 2002).

OC is the more attractive for practicians and researchers in work commitment; job involvement, career commitment and OC. There are some reasons. For example, employees’ turnover or retire predicted by OC would be more accurate rather than by the other commitments and job satisfaction (Williams & Hazer, 1986; Mathiew & Zajac, 1990; Riketta, 2002), or the heightening of OC is related with improving their performance or productivity, or reducing their work absence and lateness (Morris & Sherman, 1981; Bateman & Strasser, 1984).