Whether malicious or not, employees’ actions can have significant and detrimental outcomes for their organizations. Such is the case in organizational cybersecurity, as many issues stem from trusted individuals who have access to sensitive data, information, and systems. We explore the phenomenon of employees’ security violations in the context of pandemic-induced stressors among employees working from home (WFH) during a 10-day period of the COVID-19 pandemic. By assessing several categories of stressors and violation behaviors among 333 WFH employees daily for two work weeks, we discovered several stressors that significantly explained security violations during the pandemic. Within-person deviations in competing demands due to security emerged as a significant predictor of a subsequent increase in violations, and the effect of privacy invasion/monitoring concerns was marginally significant. We also found evidence that family-to-work conflict resulted in higher levels of daily security violations, but work-to-family conflict failed to exhibit any significant relationship with our outcome of interest. Unexpectedly, moderator analyses indicate that employees’ sharing of digital devices with others in the WFH environment might limit rather than exacerbate the effects of daily stressors on security violations. Thus, technology- and non-technology-related factors are associated with employees’ decisions to violate their organizations’ security expectations in a WFH environment. Our findings provide an expanded view of how stressors relate to employees’ security violations and what organizations can do to limit them in times of crises.

无论是否恶意，员工的行为都可能对其组织产生重大且有害的结果。组织网络安全就是这种情况，因为许多问题源于有权访问敏感数据、信息和系统的受信任的个人。我们探讨了在 COVID-19 大流行期间 10 天内在家工作 (WFH) 的员工在大流行引发的压力背景下发生的员工安全违规现象。通过评估 333 名 WFH 员工在两周内每天的几类压力源和违规行为，我们发现了几种压力源可以在很大程度上解释大流行期间的安全违规行为。由于安全原因而导致的竞争需求中的人内偏差成为随后违规行为增加的重要预测因素，而隐私侵犯/监控问题的影响则微乎其微。我们还发现证据表明，家庭与工作的冲突导致日常安全违规行为的发生率更高，但工作与家庭的冲突未能与我们感兴趣的结果表现出任何显着关系。出乎意料的是，主持人分析表明，员工在 WFH 环境中与其他人共享数字设备可能会限制而不是加剧日常压力源对安全违规的影响。因此，技术和非技术相关因素与员工在 WFH 环境中违反组织安全期望的决定相关。我们的研究结果提供了一个更广泛的视角，让我们了解压力源如何与员工的安全违规行为相关，以及组织在危机时期可以采取哪些措施来限制压力源。