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Employees’ nonwork use of information technology (IT), or cyberslacking, is of growing concern due to its erosion of job performance and other negative organizational consequences. Research on cyberslacking antecedents has drawn on diverse theoretical perspectives, resulting in the lack of a cohesive explanation of cyberslacking. Further, prior studies have generally overlooked IT-specific variables. To address cyberslacking problems in organizations, as well as research gaps in the literature, we used a combination of a literature-based approach and a qualitative inquiry to develop a model of cyberslacking that includes a 2×2 typology of antecedents. The proposed model was tested and supported in a three-wave field study of 395 employees in a U.S. Fortune-100 organization. This study organizes antecedents from diverse research streams and validates their relative impact on cyberslacking, thus providing a cohesive theoretical explanation of cyberslacking. This study also incorporates contextualization (i.e., IT-specific factors) into theory development and enriches the IS literature by examining the nonwork aspects of IT use and their negative consequences to organizations. In addition, the results provide practitioners with insights into the nonwork use of IT in organizations, particularly regarding how they can take organizational action to mitigate cyberslacking and maintain employee productivity. [ABSTRACT FROM AUTHOR]

Today, the Gen 'Y' (born during 1981-1995) is the world's largest workforce; and they are employed at digitized workplaces. Cyberslacking (personal use of the internet at the workplace) is the new normal for the recently emerged Ethiopian digital workplace and workforce. Globally, enough cyberslacking studies have been conducted on the losses and the gains; however, no study has been done in the Ethiopian context. This investigation explores how far cyberslacking is beneficial for both the organization (university) and its employees (secretaries) in the Ethiopian setting. The research questions were: what attitudes do the female secretaries have towards cyberslacking? What opportunities do the female secretaries gain through cyberslacking? How far does cyberslacking change the lives of female secretaries? Furthermore, do the female secretaries have an addiction to cyberslacking? To this end, mixed-method design (n=45): questionnaire (n=29) and retrospective interview (n=16) were employed. The triangulation analysis concludes four positive dimensions of women cyberslacking in an Ethiopian university setting: the rationales of cyberslacking (advanced communication, free time, energizer, and legitimization); the opportunities of cyberslacking (gathering information, receiving entertainment, contacting family and friends, and getting day today news updates); the changes attributed to cyberslacking (improvement in English communication skill, knowledge base enhancement, job innovation, and creativity, and modernity); and the low addiction level to cyberslacking ('prone to be addicted'). Finally, the implications for future practice, policy, and research are explored. [ABSTRACT FROM AUTHOR]

As information communication technologies proliferate in the workplace, organizations face unique challenges managing how and when employees engage in work and nonwork activities. Using interview and archival data from the U.S. Navy, we explore one organization's attempts to shape individual attention in an effort to exert boundary control. We describe the organizational productivity and security problems that result from individual attention being engaged in nonwork activities while at work, and find that the organization manages these problems by monitoring employees (tracking attention), contextualizing technology use to remind people of appropriate organizational use practices (cultivating attention), and diverting, limiting, and withholding technology access (restricting attention). We bring together research on attention and control to challenge current definitions of boundary control, and we detail the understudied situational controls used by the organization to shape work--nonwork interactions in the moment. We highlight how situational control efforts must work together in order to capture attention and shape behavior, and we develop a model to explicate this ongoing process of boundary control. Our findings offer insight into the evolving challenges that organizations face in executing boundary control, as well as of organizational control more broadly, in the modern workplace. [ABSTRACT FROM AUTHOR]

The purpose of the present study is to determine the relationship between students' smartphone cyberloafing and their attitudes towards learning and also to reveal their opinions about what teachers can do to prevent smartphone cyberloafing. Within the scope of the study, data was collected from 676 students at the education faculty at Firat University in Elazığ. In the study, a mixed research pattern was used. The correlation analysis was used to determine the relationship between smartphone cyberloafing and attitudes towards learning. Descriptive analysis and content analysis were used to analyze of views of participants. As a result of the study, it was seen that the smartphone cyberloafing in the class does not have any significant relationship with the nature of learning, but it has negative relations with openness to learning and expectations about learning and positive relations with concerns about learning. It was observed that while attitude towards learning has no significant relationship with browsing-related cyberloafing and interactive cyberloafing, there is a significant and negative relationship between attitude towards learning and entertainment cyberloafing. Also, the benefit or harm of learning usage smartphones varies according to the purpose of usage, and the entertainment cyberloafing in the courses is more harmful than other types of cyberloafing. [ABSTRACT FROM AUTHOR]

Copyright of Medical Journal of Ankara Training & Research Hospital is the property of Medical Journal of Ankara Training & Research Hospital and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Cyberloafing is prevalent in the workplace and research has increasingly focused on its antecedents. This study aims to extend the cyberloafing literature from the perspective of perceived overqualification (POQ) among civil servants (government employees). Drawing on equity theory, we examined the effect of POQ on cyberloafing, along with the mediating role of harmonious passion on the POQ–cyberloafing relationship and the moderating role of the need for achievement on strengthening the link between POQ and harmonious passion. Using time-lagged data from a sample of 318 civil servants in China, we found that (1) POQ was positively related to cyberloafing; (2) harmonious passion mediated this relationship; (3) the need for achievement moderated the effect of POQ on harmonious passion as well as the indirect effect of POQ on cyberloafing via harmonious passion. Based on the findings, we discussed theoretical and managerial implications and provided future research avenues. [ABSTRACT FROM AUTHOR]

This paper reviews the current knowledge about e-mail monitoring and draws conclusions for practice. The discussion entails justifications for employers' e-mail monitoring along with an analysis of supporting statutory and case law, Web-based private e-mails, and international implications of e-mail monitoring. The paper also provides evidence of work outcomes of e-mail monitoring regarding employee attitudes and behaviors such as organizational commitment, job satisfaction, and performance. The paper explores these considerations within the framework of existing research evidence and presents practical implications not only for e-mail monitoring, but also potentially for the broader issue of privacy in the workplace. [ABSTRACT FROM AUTHOR]

Employees' nonwork-related Web surfing behavior results in millions of dollars of expenditure for organizations. This paper proposes the use of a behavior-based artificial intelligence system to profile employee Web usage behavior. Two artificial neural networks (ANN) incorporating genetic algorithm techniques were developed for this purpose. The system was validated with two different data sets. The classification performance of the neural network models was compared to that of a statistical method. The results indicate that one of the ANN models, namely the simple recurrent network, was a superior classifier for this behavior-based problem. In addition, the uncertainty inherent in such classification decisions was examined with a loss matrix, and the holdout samples were reclassified using a loss matrix. The output of this intelligent system can be highly beneficial to managers in designing effective Web management policies. [ABSTRACT FROM AUTHOR]

The article reviews the current landscape of the law as it pertains to employees privacy interests in social media in the U.S. Topics include employers right to impede on those interests by examining federal legislation; privacy analysis to third-party social media posts of employees; and analysis for when an employer can rightfully take adverse employment action for such third-party posting.

The article explores the sinister relationship between employers and invasive technology. Topics discussed include data use in the workplace, and use of technology by employers to monitor every single action taken on a company computer or device; laws governing workers data rights under the General Data Protection Regulations; and European Convention on Human Rights case of López Ribalda and Others v Spain on same.

With the Internet permeating every aspect of daily life, organizations of all types are increasingly concerned about the degree to which their employees are cyberloafing by shirking their work responsibilities to surf the Internet, check e-mail, or send text messages. Although technological interventions against cyberloafing have been shown to be effective, they might be perceived by employees as an invasion to their privacy, and are expected to have repercussions on employee behavior and loyalty. The main objectives of this study are to (1) examine how the introduction of such technological interventions might affect employees’ emotions and fairness perceptions, and (2) understand the effect of the interventions on behavioral outcomes, i.e., employees’ intentions to cyberloaf and their loyalty to the company. We developed a justice-based framework that we empirically test using a field experiment composed of field surveys complemented with hypothetical scenarios describing new organizational initiatives to curb employees’ cyberloafing. Our findings suggest that technological interventions, although associated with perceptions of unfairness, are effective at controlling cyberloafing, albeit at the expense of employee loyalty. On the other hand, contrary to prior findings, we find that fairness perceptions of technological interventions, although reinforcing employee loyalty, are ineffective at curbing cyberloafing. These findings are especially enlightening in that they contradict a common belief that perceived fairness encourages employees, as a sign of their appreciation for this fairness, to curb their misuse of IT. The findings also help managers fine-tune their cyberloafing policies to achieve a long-lasting remedy to their employees’ cyberloafing while maintaining a necessary level of employee loyalty. [ABSTRACT FROM AUTHOR]

This paper reports student perceptions of the benefits and challenges of Bring Your Own Device (BYOD) in a fieldwork context. Student perceptions from six field courses across two institutions have been gathered using questionnaires and focus groups. Whilst a number of studies have focused on BYOD in a classroom context, little research has been undertaken about BYOD in a fieldwork context. The key findings suggest that around one fifth of students were not willing to use their own device during fieldwork citing loss or damage as the main reason. This key challenge is different to that which are found in a classroom which generally focus on network security, connectivity etc. The findings also suggest that some students believe that BYOD can have a negative impact on group work. There is a misalignment here between student and practitioner thinking with previous literature which suggests that practitioners believe BYOD and smart devices can enhance group work. The one key challenge which is found regardless of learning environment is inequality between those who have a device and those who do not. [ABSTRACT FROM AUTHOR]

Purpose This purpose of this paper is to examine the relationship between workplace ostracism and cyberloafing, based on the premise of conservation of resources theory. Emotional exhaustion is tested as a mediator between workplace ostracism and cyberloafing, whereas facilitating conditions are predicted as a moderator that influences employees’ reaction to ostracism.Design/methodology/approach Survey data were collected via the online platform Amazon Mechanical Turk. Partial least squares analysis, a variance-based structural equation modelling, was utilised to verify the research model.Findings The results show that both workplace ostracism and emotional exhaustion have a significant positive relationship with cyberloafing. Likewise, emotional exhaustion partially mediates the relationship between workplace ostracism and cyberloafing. Interestingly, facilitating conditions do not moderate the emotional exhaustion–cyberloafing relationship but do moderate the ostracism–cyberloafing relationship. Counterintuitively, the relationship between workplace ostracism and cyberloafing becomes stronger when facilitating conditions are high. A post hoc analysis has been conducted using PROCESS Macro to test the conditional indirect effect but was found not significant.Originality/value Previous studies have revealed the association between workplace ostracism with various negative work behaviours, such as knowledge hiding, knowledge hoarding and counterproductive work behaviours. This study has successfully identified that workplace ostracism can also result in cyberloafing, which has not been delved into previous works. This has subsequently provided managers with new perspectives regarding why employees engage in non-work-related online activities at work. [ABSTRACT FROM AUTHOR]

Copyright of College of Law Journal for Legal & Political Sciences / Magallat Kulliyyat Al-Qanun Li-L-ulum Al-Qanuniyyat Wa-Al-Siyasiyyat is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article discusess laws associated with work-related monitoring in the U.S. Topics discussed include workplace privacy and employer monitoring; enactment of Electronic Communications Privacy Act and Stored Communications Act for work-related electronic communications; and impact of Global Positioning System on privacy.

Cyberloafing--a type of counterproductive behavior--occurs when employees use the internet for personal use while at work. Past research shows that work role stressors (i.e., role conflict, role ambiguity, and role overload) and Big Five personality traits (i.e., neuroticism, conscientiousness, extraversion, and agreeableness) predict cyberloafing, but research has yet to explore interactions among these factors. The current study aimed to address this gap by examining whether work role stressors strengthen the relationship between personality and cyberloafing based on the Personal Resource Allocation (PRA) framework. In an online survey of employees from diverse occupations (N = 343), we replicated past work showing relationships among personality traits and cyberloafing. However, role conflict was the only stressor that predicted cyberloafing. Moderated multiple regression analyses suggested only three statistically robust findings in the expected direction: role conflict strengthening the positive association between neuroticism and cyberloafing, role conflict strengthening the negative association between agreeableness and cyberloafing, and role overload strengthening the negative association between conscientiousness and cyberloafing. Overall, this study implies mixed and somewhat weak support for PRA framework predictions, including a lack of consistency in a specific role stressor enhancing personality-cyberloafing relationships. Practical implications for personnel selection and employee training/development are also discussed. [ABSTRACT FROM AUTHOR]

The article discusess Italy Court of Cassation case De L. v. Soc. P. Abruzzo concerning dismissal of employee because he continually used, during working hours, his mobile phone to make private calls and his iPad to post private messages on Facebook. The plaintiff argued that the employer remotely monitor his work activities using audio-visual or other surveillance systems, thereby impacting privacy of the employee. The court compensatory award against the employer.

The article discusses the court case Barbulescu v Romania on the surveillance of Internet usage at the workplace. Topics addressed include judgment of the Bucharest County Court on the case, significance of the case with regards to data protection and right to privacy issues, and decision of the European Court of Human Rights (ECtHR) on the case.

Email, social media, and other types of computer-mediated workplace communication tools can enhance flexibility in how employees perform their jobs, expand networking opportunities, increase profits, cut costs, and enable collaboration among diverse groups across the globe. Despite their advantages, these technology tools can also cause security breaches, financial loss, employee distraction, and lawsuits. To prevent such damaging consequences, many companies monitor their employees' computer-mediated workplace communication. However, this surveillance is often met with resistance from employees as it taps into concerns over workers' privacy rights, due process, and fairness. We examine these employee concerns through an empirical study of full-time working adults' beliefs about their computer-mediated workplace communication privacy and their evaluations of organizational justice, trust in upper management, and commitment to the organization. Our results suggest that employees who perceive less computer-mediated workplace communication privacy tend to view their organization's policies as less fair, trust upper management less, and demonstrate less commitment to their organizations. Furthermore, results indicate that procedural justice mediated the relationship between privacy and organizational commitment and moderated the relationship between privacy and organizational trust. [ABSTRACT FROM AUTHOR]