In 2017, I introduced a new theoretical framework in Archival Science, that of the ‘Archive–as–Is’. This framework proposes a theoretical foundation for Enterprise Information Management (EIM) in World 2.0, the virtual, interactive, and hyper connected platform that is developing around us. This framework should allow EIM to end the existing ‘information chaos’, to computerize information management, to improve the organizational ability to reach business objectives, and to define business strategies. The concepts of records and archives are crucial for those endeavours. The framework of the ‘Archive–as–Is’ is an organization–oriented archival theory, consisting of five components, namely: [1] four dimensions of information, [2] two archival principles, [3] five requirements of information accessibility, [4] the information value chain; and [5] organizational behaviour. In this paper, the subject of research is component 5 of the framework: organizational behaviour. Behaviour of employees (including archivists) is one of the most complicated aspects within organizations when creating, processing, managing, and preserving information, records, and archives. There is an almost universal ‘sound of silence’ in scholarly literature from archival and information studies although this subject and its effects on information management are studied extensively in many other disciplines, like psychology, sociology, anthropology, and organization science. In this paper, I want to study how and why employees behave as they do when they are working with records and archives and how EIM is influenced by this behaviour.
The purpose of this article is to expand on a previous study on the development of a scoring rubric for information literacy1. The present paper examines how students at the Department of Information Services and Information Management, The Hague University, use the scoring rubric for their school work and/or in their regular jobs and social life. The research presented here focuses on a group of adult students who follow a part time evening variant of the Bachelor curriculum. The methods employed in this study consisted of an online survey to select students who had used the scoring rubric at least once after the workshop in which it was introduced. Following on from this, a focus group with respondents who had answered positively to the invitation at the end of the survey was organised and chaired by a neutral moderator. Samples that could be used in this research were very small. The findings may therefore not be generalized to all other groups of students. However, the results appear to be of relevance to the IL community. The students who participated in the focus group reported that they used it for self-assessment throughout the course, in subsequent courses, and to become more critical of their own writings and those of other people. The research also makes clear that adult students appreciate the feedback generated by completing the scoring rubric form but that this is not a substitute for the face-to-face feedback they receive from their teachers. [Dit is de auteursversie waarvoor Elsevier toestemming heeft gegeven.]
IT organizations and CEO‟s are, and should be, concerned these days about the (lack of) data confidentiality and the usage of „shadow‟ IT systems by employees. Not only does the company risk monetary loss or public embarrassment, the senior management might also risk personal fines or even imprisonment. Several trends reinforce the attention for these subjects, including the fact that an increasing number of people perform parts of their work tasks from home (RSA, 2007) and the increasing bandwidth available to internet users which makes them rely on the Internet for satisfying their business and personal computing needs (Desisto et al. 2008). Employee compliance with the existing IT security policies is therefore essential. This paper presents a study on factors that influence non-compliance behavior of employees in organizations. The factors found in literature are tested in a survey study amongst employees of a big-four accountancy firm in the Netherlands and Belgium. The study concludes that stricter IT governance and cultural aspects are the most important factors influencing non-compliance behavior.
