Abstract
Cyberloafing in a workplace refers to employees using Internet resources of the organization for matters not related to work. This issue affects both the employees and organizations such as decline in job performance, discipline problems that can lead to termination or loss of employment, breach of corporate confidentiality and loss of reputation, violation of privacy, personal and organizations liabilities, decline in productivity and security problems. Acceptable Internet Use Policy (IUP) is an effective mechanism that is able to reduce Internet abuse. Previous research only emphasized on employees’ compliance with the Information Security Policy (IS) instead of Acceptable Internet Use Policy. Existing model on the compliance of IUP is not effective in preventing Internet abuse. Therefore, the purpose of this study is to analyse the factors that motivates employees’ behaviour to comply with IUP. With reference to General Deterrence Theory (GDT) and Theory of Reasoned Action (TRA), a conceptual model of employees’ behaviour was developed. This study integrates and adapts items from several instruments in the contexts of compliance with organizational policies. IUP compliance behavioural factors are identified such as monitoring, punishment, reward, subjective norms, organizational commitment and personal norms. A survey on 151 employees of Small and Medium Enterprises (SMEs) around Klang Valley was conducted using questionnaire as instrument for data collection. The survey was conducted for 4 weeks from 1 st to 31 st December 2014. The collected data was then analysed using Statistical Package for the Social Science (SPSS) software version 16.0. The hypotheses were tested using Structural Equation Modeling (SEM). Results of the data analysis shows that monitoring, organisational commitment, subjective norms and personal norms have a significant impact on the behaviour of employees to comply with the IUP. Punishment was found to influence the reward factor other than commitment to organisational factors affect personal norms. The findings of this research could be used as guidance for employers to align the optimum Internet usage, thus restricting employees from abusing the Internet resources of the organization for personal matter, which is deemed detrimental to organizational productivity.
Highlights
in a workplace refers to employees using Internet resources of the organization
for matters not related to work
discipline problems that can lead to termination or loss of employment
Summary
DPI bukan sahaja membendung tingkah laku tersebut, malah turut berfungsi sebagai panduan bagi memantau, menguat kuasa dan mengambil tindakan disiplin ke atas salah laku penggunaan komputer dan Internet. Kajian di Websense, Inc., sebuah organisasi pengurusan akses Internet, mendapati 83% daripada organisasi yang ditinjau mempunyai DPI tetapi hanya 64% organisasi mempunyai pekerja yang berdisiplin dan sebanyak 30% organisasi memecat pekerja lantaran salah laku penggunaan Internet. Young dan Case (2004) mendapati hanya 40% organisasi melaksana DPI secara berkesan dalam menangani lepak siber. Kerajaan Malaysia mengeluar Garis Panduan Mengenai Tatacara Penggunaan Internet dan Mel Elektronik selaras dengan Pekeliling Kemajuan Pentadbiran Awam Bilangan 1 pada tahun 2003 (MAMPU, 2003) khususnya bagi agensi awam. Bagaimanapun, 60% daripada agensi kerajaan tidak mematuhi sepenuhnya dasar, pekeliling dan garis panduan yang dikeluar oleh kerajaan (MAMPU, 2007). Sehubungan dengan ini, organisasi perlu mengkaji faktor tingkah laku pekerja bagi memasti mematuhi DPI
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