## 2 Literature Review and Hypotheses Formulation
### Organizational Variables  
[PERSON] and [PERSON] [26] argued that organizational factors and job factors exert influence on employees' information security behavior. Organizational factors are (i) influences placed by the organization to promote and reinforce security issues to staff as well as (ii) work-related factors that shape the work norms of the employees. Based on the findings of past studies, we posited that three organizational variables are significant in determining employees' cost-benefit consideration of mobile security practices, namely, security monitoring, job characteristics, and training. Security monitoring is implemented by organizations as a measure for information security [47; 48] and to ensure compliance [49]. Security monitoring has been found to discourage information system abuse [49; 50] and decrease employees' misbehavior [51]. [PERSON] et al. [52] determined that information security monitoring positively influences organizations' security culture. We believe that information security monitoring enhances management's expectations of security behavior and shapes the information security norms of the organization. Whenever information security monitoring is truly executed, strong information security messages are conveyed to the employees. Hence, we theorize that such monitoring improves employees' mindfulness of security measures, which extends to the use of mobile devices. In an organization with a strong information security culture, the employees are believed to be more aware of the outcomes of security measures, and security measures become a habit rather than a chore. The following hypotheses were formed:  
**Hypothesis 8 (H8). **: _Information security monitoring significantly affects expected outcome._
**Hypothesis 9 (H9). **: _Information security monitoring significantly affects security inconvenience._  
The second organizational variable theorized to affect the cost-benefit consideration of mobile security practices is job characteristics. Past researchers have defined job characteristics as the qualities of a job that can motivate employees and have been proven to affect a wide range of behaviors [53]. The job characteristics theory [54] outlines five dimensions of job characteristics, namely, skill variety, task identity, task significance, autonomy, and feedback. The most relevant dimension related to this study is task significance--the degree to which the task affects others' life. A job tends to be more meaningful to employees whenever the job improves the well-being of others, whether in the organization or the external environment [54; 55; 56]. Employees are motivated by the perceived meaningfulness of the job, the responsibility of the job outcome, and the knowledge of the results [53]. In the context of the current study, we believe that the significance of a task is determined by the nature of information and data handled by the employees. Employees who handle confidential information and data would attach higher significance and responsibility to their tasks. Hence, job characteristics, within the context of this study, specifically refer to the extent of sensitive data and information handled by the employees. We posit that job characteristics significantly affect employees' usage behavior, information security awareness, expected outcome, and security inconvenience. The employees who handle sensitive information would be more attentive to information security issues (awareness) and conscious about how they use their mobile devices as they are well aware of the information security threats that originate from mobile devices (usage behavior). The nature of tasks would also require employees to have higher expectations of security practices (expected outcome). Their job requirements would also require them to be more security conscious and to take security measures out of need rather than convenience. The related hypotheses are as below:  
**Hypothesis 10 (H10). **: _Job characteristic significantly affects usage behavior._
**Hypothesis 11 (H11).