Anders Pousette

Behovet av att skydda och hantera data på ett säkert sätt växer i takt med krav på ökad tillgänglighet till information i samhället. Den tekniska säkerheten har blivit allt bättre och försöken från obehöriga att komma åt information förflyttas – från luckor i systemens teknik till dess sociala svagheter. Därför utgör mänskligt beteende en allt vanligare grund för säkerhetsriskerna i vår tids informationssamhälle. Med utgångspunkt i samhälle, organisation och verksamhet ger boken förståelse för varför tekniska lösningar inte löser alla problem kring informationssäkerhet. Ett brett grepp tas om frågan – från strukturell nivå i det breda samhälls­perspektivet via den enskilda verksamheten och ända ner på individnivå. Boken beskriver arbetssätt, metoder och verktyg som hjälper verksamheter att möta nutida utmaningar inom informationssäkerhet. Informationssäkerhet och organisationskultur vänder sig till studenter och forskare som vill få insyn i området, och till yrkesverksamma som dagligen arbetar med informationssäkerhet i organisationer: beslutsfattare, stabsfunktionärer, ledningsansvariga, informations­säkerhetsansvariga, utvecklingsansvariga, upphandlare, verksamhets­samordnare och specialister.

This book discusses organizational values and their implications for perceived attractiveness and effectiveness of the workplace through cross-cultural research in India and Sweden. The authors provide information on how organizational values are conceptualized, presented and perceived by manager-level employees through cases from manufacturing, information technology (IT), healthcare, and education sectors in a developing and fast-growing economy like India versus a developed and stabilized economy like Sweden. Comparative results from these two very different countries provide knowledge that can be applied to make the workplace attractive in the context of globalized business processes. The authors present corporate social responsibility (CSR) and equal opportunities for men and women in the organization (EO) as important values in making the workplace attractive, where attractiveness is conceived in terms of organizational commitment and employees’ intention to leave. Thetwo selected values are particularly important as India is the first country in the world to come up with a mandatory CSR law, whereas Sweden has a long history of CSR and EO. The book demonstrates how work organizations in both countries are promoting these values to meet the challenges of attraction and retention of employees. The findings in this book are based on data gathered from various sources and sample groups in India and Sweden. The book generates insight and valuable information for researchers of organizational psychology, human resource management, cross-cultural management, as well as for work managers and HR professionals.

This book discusses organizational values and their implications for perceived attractiveness and effectiveness of the workplace through cross-cultural research in India and Sweden. The authors provide information on how organizational values are conceptualized, presented and perceived by manager-level employees through cases from manufacturing, information technology (IT), healthcare, and education sectors in a developing and fast-growing economy like India versus a developed and stabilized economy like Sweden. Comparative results from these two very different countries provide knowledge that can be applied to make the workplace attractive in the context of globalized business processes. The authors present corporate social responsibility (CSR) and equal opportunities for men and women in the organization (EO) as important values in making the workplace attractive, where attractiveness is conceived in terms of organizational commitment and employees’ intention to leave. Thetwo selected values are particularly important as India is the first country in the world to come up with a mandatory CSR law, whereas Sweden has a long history of CSR and EO. The book demonstrates how work organizations in both countries are promoting these values to meet the challenges of attraction and retention of employees. The findings in this book are based on data gathered from various sources and sample groups in India and Sweden. The book generates insight and valuable information for researchers of organizational psychology, human resource management, cross-cultural management, as well as for work managers and HR professionals.