Analysis of Cyber Incident Categories Based on Losses

2020 | ACM Transactions on Management Information Systems | Citations: 0

Authors: Kesan, Jay P.; Zhang, Linfeng

Abstract: The fact that “cyber risk” is indeed a collective term for various distinct risk ... Expand

Abstract: The fact that “cyber risk” is indeed a collective term for various distinct risks creates great difficulty in communications. For example, policyholders of “cyber insurance” contracts often have a limited or inaccurate understanding about the coverage that they have. To address this issue, we propose a cyber risk categorization method using clustering techniques. This method classifies cyber incidents based on their consequential losses for insurance and risk management purposes. As a result, it also reveals the relationship between the causes and the outcomes of incidents. Our results show that similar cyber incidents, which are often not properly distinguished, can lead to very different losses. We hope that our work can clarify the differences between cyber risks and provide a set of risk categories that is feasible in practice and for future studies. Collapse

Topics: privacy data breach ransomware price management IT security

Methods: cluster analysis descriptive statistic literature study k-means clustering parametric test

Theories: probability theory

Speaking Up vs. Being Heard: The Disagreement Around and Outcomes of Employee Voice

2013 | Organization Science | Citations: 1

Authors: Burris, Ethan R.; Detert, James R.; Romney, Alexander C.

Abstract: This paper contributes to research on the outcomes of employee prosocial voice t ... Expand

Abstract: This paper contributes to research on the outcomes of employee prosocial voice to managers by focusing on the relationships between voice and two managerially controlled outcomes: managerial performance ratings and involuntary turnover. Past research has considered voice from either the managerial or subordinate perspective individually and found that it can lead to positive outcomes because of its improvement-oriented nature. However, others have argued that voice can lead to unfavorable outcomes for employees. To begin resolving these competing perspectives, we examine agreement and disagreement between employees and their managers on the extent to which employees provide upward voice, proposing and demonstrating that considering either perspective alone does not fully capture how voice is related to employee outcomes. Findings from a study of 7,578 subordinates and their 335 general managers within a national restaurant chain indicate that agreement between employees and managers that employees display a high level of voice leads to favorable outcomes for employees. Our findings then extend existing research by showing that supervisor–subordinate disagreement around voice also helps explain employee outcomes—namely, how negative outcomes arise as a result of employees overestimating their voice relative to their managers' perspective and how positive outcomes result when employees underestimate their upward voice. Collapse

Topics: individual productivity job satisfaction accounting IT personell turnover human resource management

Methods: self reported survey survey theory development descriptive statistic polynomial regression