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Cybersecurity research started in the late 1960s and has continuously evolved under different names such as computer security and information security. This article briefly covers that history but will especially focus on the latest incarnation known as "cyber risk management," which includes both technical and economic/management dimensions. The main focus of the article is to review research on individual steps of the cyber risk management process and on the overall process to highlight gaps and determine research directions. Two main findings are that cyber risk is difficult to include in the overall enterprise risk management process and that a move toward cyber resilience is necessary to deal with such a complex risk. Both findings require a level of interdisciplinary collaboration that is currently lacking.

This paper adds to research on the effect of cyber events on the attacked firm's value in light of conflicting results from previous studies. Using 536 cyberattack announcements that occurred during the 2007-2016 period, the main goal is to investigate for changes in investor reaction over time as cyberattacks have become more frequent. Empirical evidence shows that cumulative abnormal returns of attacked firms were volatile earlier in the period, became increasingly negative, but have moderated recently. This paper proposes and discusses potential explanations for this observed U-shaped pattern over the 10-year period. The relation between stock market reaction and type of attack, type of data affected, type of perpetrator and various firm level characteristics is also examined.

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This research focuses on determining the impact of human resource management activities on the compatibility and work results of employees of Ho Chi Minh Stock Exchange (HOSE) listed companies. The paper includes five parts: introduction, literature review, research methodology, research results, and conclusion and policy implications. The data are collected from the survey of 350 listed companies in HOSE, in which 315 survey notes filled with sufficient information are used for analysis. The paper employs both qualitative method and quantitative method. Group discussion of 10 experts is for qualitative research. Quantitative method performs analysis of Statistics, Cronbach's Alpha, EFA analysis, CFA analysis and SEM model. The results of the research clearly indicate that human resource management (HRM) activities are measured through improving the ability, improving the motivation and improving the opportunity. While compatibility is measured through suitability, connection and sacrifice; whereby HRM activities of ability improvement have a positive effect on the job suitability and connection; HRM activities of motivation improvement have a positive effect on the job suitability, connection and sacrifice; and HRM activities of opportunity improvement have a positive effect on the job suitability, sacrifice and connection; Finally, the job suitability, sacrifice and connection positively affect the work results of employees.