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Bystander apathy has been a source of debate for decades. In the past half-century, psychologists developed theoretical frameworks to understand bystander activity, commonly referred to as bystander intervention models (BIMs). More recently, BIMs have been modified to facilitate initiatives to prevent various forms of online victimization. This chapter begins with a review of BIMs and recent applications of bystander intervention research to online environments. We also present several future directions for research along with applications for reducing technology-facilitated violence, including programming recommendations and theoretical development.

This paper aims to improve understanding of individuals' awareness and perceptions of computer usage policies (CUPs) and why individuals elect not to read these policies.

MBA students were asked to complete an online survey evaluating their behavioral intention to read CUPs, as well as their performance of this behavior. Factors contributing to the intention to read policies were also examined. The resulting data were analyzed with Smart PLS.

Results suggest that three factors influence individual intention to read CUPs. These factors include attitude, apathy, and social trust. The model explained about 70 percent of individual intention to read CUPs and about 44 percent of the variability in actually reading these policies.

The sample is limited to MBA students from a single university.

Although written policy statements are often considered the cornerstone of computer security, many individuals elect not to read these policies. Thus, other methods of communication must be used.

This paper examines the reasons individuals elect not to read CUPs. Given the importance of these policies as deterrents to information systems misuse and computer crime, understanding why individuals fail to read policies is a critical first step in enhancing user knowledge of computer security.

Much research looks at why customers switch service organizations but there has been less focus on why customers do not switch service organizations, even though they have seriously considered doing so. In light of this, we present an analysis of the literature and develop a list of potential switching barriers. These switching barriers are then empirically tested within two financial services industries. Results from over 400 consumers enable us to ascertain not only the importance of each switching barrier but also to develop a more parsimonious understanding of these barriers, through factor analysis. The results reveal similar patterns in the two industries in respect to switching barriers. The first of the four factors contains reasons related to apathy, the second factor contains negative reasons for customers staying with their current service provider, the third factor relates to relationship variables and the final factor relates to service recovery. Results clearly indicate that the first two factors are far more important than the latter two in terms of why customers stay even when they seriously considered leaving.

The purpose of this paper is to contribute to the analysis and grasp of accessible tourism, from its present into a medium-term future. It provides a socio-anthropological approach.

This paper uses the scenarios-planning analysis framework proposing four scenarios arising from the interaction of aforementioned driving forces. The author also use a trilemma to both form and evaluate scenarios. The criteria for the trilemma were (stakeholders, cooperation and prejudice).

The strength of combining a new set of driving forces, namely, empathy, apathy, certainty in economic profits and fear of economic losses, which would enable to draw four plausible scenarios into the future of accessible tourism within a scenarios-planning framework. The significance is to provide “food for thought” to address the future through a range of different concepts.

The main limitation is the difficulty to obtain honest answers about why the lack of development of accessible tourism.

Participant observation on both groups and individuals in vacation atmosphere. Also, in-depth interviews to different stakeholder representatives.

To try to explain to the stakeholders their wasted economic benefits and, at the same time, the opportunity of getting social prestige.

The main value is about considering the interplay of social concepts as empathy, apathy, “aesthetic prejudice” and fear of losses or faith in profits.

The protection of organisational information assets is a human problem. It is widely acknowledged that an organisation's employees are the weakest link in the protection of the organisation's information assets. Most current approaches towards addressing this human problem focus on awareness and educational activities and do not necessarily view the problem from a holistic viewpoint. Combating employee apathy and motivating employees to see information security as their problem is often not adequately addressed by “isolated” awareness activities. The purpose of this paper is to show how employee apathy towards information security can be addressed through the use of existing theory from the social sciences.

By means of a literature study, three key organizational environments that could exist are identified and explored. Goal‐setting theory is then investigated. Finally, arguments are presented to show how goal‐setting theory could be used to actively foster an organizational environment in which employees will view their roles and responsibilities towards information security as prosocial behaviour.

The work in the paper is primarily of a conceptual nature. However, the authors believe that encouraging such prosocial behaviour could contribute towards an organizational culture of information security.

The paper examines the motivation of employees to actively contribute towards information security from an organisational science perspective.

Workplace silence impedes productivity, job satisfaction and retention, key issues for the hospital workforce worldwide. It can have a negative effect on patient outcomes and safety and human resources in healthcare organisations. This study aims to examine factors that influence workplace silence among hospital doctors in Ireland.

A national, cross-sectional, online survey of hospital doctors in Ireland was conducted in October–November 2019; 1,070 hospital doctors responded. This paper focuses on responses to the question “If you had concerns about your working conditions, would you raise them?”. In total, 227 hospital doctor respondents (25%) stated that they would not raise concerns about their working conditions. Qualitative thematic analysis was carried out on free-text responses to explore why these doctors choose to opt for silence regarding their working conditions.

Reputational risk, lack of energy and time, a perceived inability to effect change and cultural norms all discourage doctors from raising concerns about working conditions. Apathy arose as change to working conditions was perceived as highly unlikely. In turn, this had scope to lead to neglect and exit. Voice was seen as risky for some respondents, who feared that complaining could damage their career prospects and workplace relationships.

This study highlights the systemic, cultural and practical issues that pressure hospital doctors in Ireland to opt for silence around working conditions. It adds to the literature on workplace silence and voice within the medical profession and provides a framework for comparative analysis of doctors' silence and voice in other settings.