Considerable theoretical work has been published to date concerning the relationship between demographic composition of organizations and the performance of those firms. Indeed, under the topics of organization demography, substantial thought has been given to how demographic composition influences organization performance. Unfortunately, little empirical research has been conducted. The present research reports the results of two organization-level studies that investigated the relationship between gender diversity of organizations and their performance and hypothesized a nonlinear association. Study 1 results demonstrated support for an inverted U-shaped relationship between gender composition and organization performance, as hypothesized, and these results were constructively replicated in Study 2, thus increasing confidence in the validity of the findings. The results of Study 2 suggest that some industries might not be able to take advantage of this gender composition–firm performance relationship. Implications of these results for theory and research are discussed.

PurposeThe purpose of this paper based on compensation theory, is to incorporate perceived technical security protection into the theory of planned behavior and examined factors affecting end‐user security behaviors, specifically, compliance with security policies.Design/methodology/approachAn online survey is conducted to validate the proposed research model. The survey is sent out to an industrial panel. A total of 176 usable responses are received and used in the data analysis.FindingsThe results show that both perceived behavioral control (PBC) and attitude have significant impact on intention to comply with security policy. Perceived technical protection affects behavioral intentions both indirectly, through PBC, and directly. The negative direct effect (i.e. perceived high technical protection leads to low intention to comply with security policy) suggests possible risk compensation effects in the information security context.Practical implicationsThis result should be of interest to practitioners. In practice (e.g. during security training), the power and capability of technical protection mechanisms should not be exaggerated. Instead, its limitations and drawbacks should be emphasized, so that end‐users will adopt more cautious security practices and adhere to the requirements of the organization's security policies.Originality/valueThis paper embeds risk compensation theory within the security policy compliance context and offers a useful starting point for further empirical examination of this theory in information security context.

Today's organizations are challenged with attracting, developing, and retaining high-quality employees; thus, many firms seek to improve their recruitment and selection processes. One approach involves using realistic job previews (RJPs) to communicate a balanced view of the organization. The authors explored the effects of organizational culture (hierarchy, market, clan, and adhocracy), recruitment strategy (RJP vs. traditional), and personality (horizontal and vertical individualism-collectivism) on attraction to Web-based organizational profiles using a sample of 234 undergraduate students in a mixed two-factor experimental design. Results indicate that the clan culture is viewed as the most attractive. Traditional versus RJP recruitment produced higher levels of organizational attraction. Finally, predicted relationships between the personality framework of horizontal and vertical individualismcollectivism and organizational attraction were supported.

Certification is one criterion that employers seek when hiring network professionals. Many employers assume a certified network professional is better able to manage networked resources than is a non-certified counterpart. Therefore, employers often offer a monetary premium to attract certified network professionals. By measuring end-user perceptions, the current study empirically assesses the popular industry assumption that certified network professionals are more adept managers of network resources than those individuals who are not certified network professionals. Analyses of a data derived from 299 end-users of 11 separate local area networks indicate no statistically significant difference exists between the capabilities of certified network professionals and non-certified network professionals.

If the “people make the place,” what kinds of people (personalities) fit into what kinds of places (organizations), and how might the recruitment messages of the organization facilitate a better fit? The authors explored the extent to which recruitment strategy (realistic vs. traditional) and the Five-Factor model of personality (FFM) were related to subjective person–organization fit (P-O fit) with the four organizational cultures encompassed by Cameron and Quinn’s Competing Values model (CVM). Contrary to expectations, recruitment strategy did not have an effect on subjective P-O fit. Consistent with our hypotheses, (a) more agreeable and extraverted perceived greater fit with the clan culture, (b) more conscientious and less open persons perceived a better fit with a hierarchy culture, (c) less agreeable persons perceived a better fit with a market culture, and (d) persons who scored higher on openness perceived a better fit with an adhocracy culture.

Previous investigations of the User Information Satisfaction construct have approached the definition of satisfaction from a narrow perspective. The focus was primarily on the attributes of the system, with scant attention paid to the attributes of the user or of the organizational context in which system usage occurs. This article presents an alternative model of user information satisfaction that explains satisfaction as a consequence of the combination of user, organizational, and system characteristics. User and organizational characteristics combine to create a set of preimplementation expectations regarding the information system. After implementation, the gap between the actual system characteristics and the expected characteristics forms the basis for confirmation/disconfirmation of the expectations. It is the type and degree of confirmation/disconfirmation that forms the basis for User Information Satisfaction. The inclusion of user expectations in the model provides a new approach to understanding the variables and processes that lead to user information satisfaction.

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