Trust and Vulnerability in the Cybersecurity Context

Cybersecurity attacks offer a pertinent context within which to examine the currently under-explored dynamics of trust and distrust and their consequences for organisations and their employees. Such attacks wreak havoc in organisations, costly both in financial and reputational terms. We outline the dynamic, multi-level processes following initial attack making salient vulnerability to an unseen exploiter, and then making germane trust and trustworthiness in a number of relationships in an employing organisation. Drawing from events theory, we devise a multi-level conceptual trust model of the interrelations between the emotional, cognitive and social processes an attack can produce, to distinguish two paths revealing their markedly different durations, magnitudes, and level of relational and threat consequences. We explore these as dynamic experiences of trust to elucidate vulnerability and its experience and management for the targeted individual, with key organisational actors. This leads to the formation of an anchoring event that creates enduring changes to multiple relationships within the organisation with consequences for individual, team and organisational resilience and risk

Socio-economic and demographic predictors of accidental dwelling fire rates

Despite the considerable reduction in rates of fire that have been seen in the UK in recent years analysis of three years of service data from a large UK fire service reveals that there continue to be striking inequalities in the way in which fire is distributed through society. The use of principal component analysis (PCA) and ordinary least squares regression enabled the development of a model that explains around one third of the variance in rates of fire at small neighbourhood level using just three predictor variables: the proportion of residents identifying as Black, the proportion of residents who have not worked for more than five years or have never worked, and the proportion of single person households where the resident is aged under 65. The value of PCA in addressing problems of collinearity between potential predictor variables is particularly highlighted. The findings serve to update understanding of the distribution of fire in the light of the ongoing reduction in fire rates of recent years. They will help fire services to target fire safety interventions to those neighbourhoods and communities where they are most needed and have the greatest potential to bring about reductions in the rate of fire

Assessing and mitigating the impact of organisational change on counterproductive work behaviour: An operational (dis)trust based framework.:Full Report

This report comprises the findings of CREST funded research into organisational change and insider threat. It outlines the individual, social and organisational factors that over time, can contribute to negative employee perceptions and experiences.These factors can produce a reduction in an employee’s psychological attachment to, and trust in, their employing organisation which then allows them to undertake Counterproductive Work Behaviour (CWB). CWB concerns action which threatens the effectiveness, or harms the safety of, an employer and its stakeholders.It can develop from small scale discretions (e.g., time wasting, or knowledge hiding) into serious insider threat activities (e.g., destroying systems or exchanging confidential information with malicious others). Following past research linking CWB to both organisational change and trust breach, the aim of the study was to produce a (dis)trust based framework for predicting, identifying and mitigating counterproductive work behaviour and insider threat within the context of organisational change.We posed the following research questions:1. What effect does organisational change have in relation to counterproductive work behaviour (CWB) and insider threat acts?2. What role does (dis)trust play in CWB during organisational change?3. What preventative measures can be taken by organisations to help mitigate CWB and insider threat in organisational change initiatives?To address these questions, we collected empirical data from a case study organisation undergoing change: two sets of interviews, i.) with selected managers and staff outlining the key changes in the organisation, ii.) with a range of stakeholders involved in/privy to one of three insider threat case studies in two different departments, iii.) a review of HR and security paperwork on the insider threat cases, and then, iv.) anonymous surveys of the workforce in the same two departments in which our case studies occurred. Using these methods, we explored individuals’ cognitions and emotions to understand why while some employees remain engaged, loyal and trusting during change, others become disengaged, distrusting and behave in deviant ways

Lone star or team player?:The interrelationship of different identification foci and the role of self-presentation concerns

Work identity is important in the attraction and retention of staff, yet how the facets of such identity relate remains convoluted and unclear despite this being of interest to both scholars and practitioners. We use structural equation modeling to analyze empirical data from 144 employees in the United Kingdom's oil and gas industry, analyzing the nature and interrelationship of identification as individual-level (career advancement) and social-level (work group and organization) foci, as well as considering the two psychological self-presentation factors (value expression and social adjustment) that direct and drive identification processes. A dichotomy between individual and social components of work identity is found, revealing a strong association between both social-level foci of identification. Moreover, both components of work identity are found to be premised on different psychological factors, furthering our knowledge of the enmeshed nature of identity at work

The Enabling Role of Internal Organizational Communication in Insider Threat Activity – Evidence from a High Security Organization

No abstract available

Qualitative meta-analysis of propensity to trust measurement

In a rapidly changing and dynamic world, individuals’ propensity to trust is likely to become an increasingly important facet for understanding human behaviour, yet its measurement has mostly been unexplored. We undertake the first systematic qualitative survey of propensity to trust scales using qualitative meta-analysis methodology to review the literature (1966–2018) and identify 26 measures and their applications in 179 studies. Using content analysis, we thematically organise these scales into six thematic areas and discuss the emerging implications. We find that while most of these scales reflect propensity to trust in terms of a positive belief in human nature, other themes include general trust, role expectations, institutional trust, cautiousness and other personality attributes. We reveal significant methodological concerns regarding several scales and argue for more considered selection of scales for use in research. We examine the case for multidimensionality in measures of propensity to trust used within organisational research. Rather than treating a lack of generalisability of findings in existing organisational studies as purely a problem of measurement design, we instead outline an agenda for further conceptual and empirical study

Recruitment, Retention and Role Slumping in Child Protection: The Evaluation of In-Service Training Initiatives

In response to endemic recruitment and retention problems within social work, the West London Social Work Alliance devised an ambitious initiative across eight local authorities creating a career pathway for child and family social workers through to front line team manager level. We examine the impact and effectiveness of two programmes and reveal a tendency for ‘role slumping’, whereby tasks and decision making are escalated inappropriately to higher levels. The resultant lack of clarity about roles and responsibilities can also have a more pernicious impact on the confidence and competence of those who should be performing these duties. Evidence showed these programmes increased the competence and confidence of delegates, confirmed by their line managers, but delegates also reported high job satisfaction, motivation and employer trust. The design of the training enabled improvements to be more effectively cascaded not just within one authority, but across all. Our evaluation reveals an array of tangible benefits for individuals and employers, but raises concern about the potential longevity of these benefits. The programme needed ongoing engagement and communication with managers and those new to the organisation concerning the programmes' content and there was no concurrent attention towards organisational push factors, which also contribute to staff turnover