The Effect of HR Practices, Leadership Style on Cyberdeviance: The Mediating Role of Organizational Commitment

Recently the phenomenon of cyberdeviance has become a major concern of employers, as its represent outgoing challenge for the contemporary scholar and practitioners, these challenges related to the significant costs in organizations, in both human and financial terms. Some of the negative impacts experienced by organizations include: disciplinary actions, termination, or loss of employees, breaches of corporate confidentiality and reputation loss, or personal privacy, personal and organizational liability and the associated legal costs, as well as billions of dollars in lost productivity (Weatherbee, 2010). This concern perhaps stems from the issues related to prevalence and cost related to the phenomenon. The purpose of this paper is to revisit the management literature and establish a link between HR practices, leadership style and cyberdeviance. Within this context this paper will also conceptually propose the possibility of organizational commitment to mediate this relationship. In this manner the paper will propose a research model and develop propositions to be later tested empirically.

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