## 3 Theoretical Framework
Studies have also shown that adopting BYOD programmes may affect the motivations of an organisation to hire or reject future employees. For instance, if BYOD programmes influence the decisions of an individual decision-maker, it can be used as a reason to hire new employees or to retain existing employees by extending their employment contracts. Therefore, BYOD programmes can be used to increase the attractiveness of an organisation, which may increase the acceptance of BYOD programmes. Employer attractiveness (EA) is defined as the degree to which an individual is attracted to and accepting of an organisation or sector that adopts BYOD programmes. The BI of attractive work correlates positively with individuals who tend to adopt BYOD programmes. Therefore, the BI to adopt BYOD programmes is expected to be positive and will increase BYOD acceptance when opportunities for attractive work in an organisation that adopts BYOD programmes arise. Table 1 provides detailed definitions of the constructs and relevant hypotheses. \begin{table}
\begin{tabular}{c c c c c c c} \hline \hline
**Construct** & **Definition** & **Hypothesis** & **Hypothesis** & **Related** & **Type** & **No. of** \\  & & **No.** & & & **Framework** & **Iems** \\ \hline \multirow{4}{*}{\begin{tabular}{c} Performance \\ Expectancy (PE) \\ \end{tabular} } & The degree to which an individual believes that & \multirow{4}{*}{\(\mathrm{H}1\)} & PE factors will & \multirow{4}{*}{\(\mathrm{PE}\to\mathrm{BI}\)} & \multirow{4}{*}{\(\mathrm{S}\)} \\  & BYOD programmes increase & & & & \\  & their job performance & & & & & \\  & & & & & & \\ \hline \multirow{4}{*}{\begin{tabular}{c} Effort \\ Expectancy (EE) \\ \end{tabular} } & The degree of ease that an & \multirow{4}{*}{\(\mathrm{H}2\)} & EE factors will & \multirow{4}{*}{\(\mathrm{EE}\to\mathrm{BI}\)} & \multirow{4}{*}{\(\mathrm{S}\)} \\  & individual believes BYOD & & & & & \\  & programmes will provide & & & & & \\  & & & & & & \\  & & & & & & \\  & & & & & & \\ \hline \multirow{4}{*}{\begin{tabular}{c} Social \\ Influence (SI) \\ \end{tabular} } & The degree of importance & \multirow{4}{*}{\(\mathrm{H}3\)} & SI factors will & \multirow{4}{*}{\(\mathrm{SI}\to\mathrm{BI}\)} & \multirow{4}{*}{\(\mathrm{S}\)} \\  & that an individual places on & & & & & \\  & the opinions that others & & & & \\  & have of their participation in & & & & \\  & BYOD programmes & & & & \\ \hline \multirow{4}{*}{\begin{tabular}{c} Perceived \\ Threats (PTs) \\ \end{tabular} } & The degree of anxiety- and & \multirow{4}{*}{\(\mathrm{H}4\)} & PT factors will & \multirow{4}{*}{\(\mathrm{PT}\to\mathrm{BI}\)} & \multirow{4}{*}{\(\mathrm{Formative}\)} & \multirow{4}{*}{\(\mathrm{3}\)} \\  & emotion-evoking threats & & & & & \\  & that an individual associates & & & & \\  & with BYOD programmes & & & & \\  & & & & & \\ \hline \multirow{4}{*}{\
\begin{tabular}{c} Perceived Private \\ Threats (PT-Ps) \\ \end{tabular} } & The degree to which an & \multirow{4}{*}{\(\mathrm{H}5\)} & PE factors will & \multirow{4}{*}{\(\mathrm{PT}\to\mathrm{BI}\)} & \multirow{4}{*}{\(\mathrm{Formative}\)} & \multirow{4}{*}{\(\mathrm{3}\)} \\  & individual believes that & & & & \\  & BYOD programmes threat & & & & \\  & their job & & & & \\ \hline \multirow{4}{*}{
\begin{tabular}{c} Perceived \\ Business Threats \\ \end{tabular} } & The degree to which an & \multirow{4}{*}{\(\mathrm{H}6\)} & PE factors will & \multirow{4}{*}{\(\mathrm{PT}\to\mathrm{BI}\)} & \multirow{4}{*}{\(\mathrm{Formative}\)} & \multirow{4}{*}{\(\mathrm{3}\)} \\  & individual believes that & & & & \\  & BYOD adoption threatens & & & & \\  & their private life & & & & \\ \hline \hline \end{tabular}
\end{table} 
Table 1: Hypotheses and items. In summary, a number of measurement elements were used from previous studies, and a number of elements were created based on discussion sessions with a number of interested employees who are working in the BYOD field and spreading awareness about this approach.