The psychology of insider threat refers to the mental and behavioural factors that contribute to individuals committing acts of insider risk within organisations. Insider risk refers to the potential for employees, contractors, or other authorised individuals to misuse their access to an organisation's systems or information, either intentionally or unintentionally. To effectively mitigate insider risk, it is essential to understand the psychology behind it.
Motivations for Insider Risk:
There are several motivations for insider risk, including financial gain, revenge, ideology, and thrill-seeking. Financial gain is a common motivator, and insiders may engage in insider risk to steal sensitive data or intellectual property for personal financial gain. Revenge is another motivator, where an employee may seek to harm the organisation or colleagues due to perceived grievances or injustices. Ideology refers to insiders who may act to further their political or ideological beliefs, such as leaking confidential information to the media. Finally, thrill-seeking refers to insiders who may engage in insider risk due to the excitement or challenge it presents.
Psychological Factors:
Several psychological factors contribute to an individual's decision to engage in insider risk. These factors can include job dissatisfaction, feelings of injustice or unfairness, and a lack of loyalty to the organisation. Individuals who are dissatisfied with their job or feel that they are not being adequately compensated may be more likely to engage in insider risk. Similarly, individuals who feel that they have been treated unfairly, such as not being promoted or recognised for their work, may also be more likely to engage in insider risk.
A lack of loyalty to the organisation can also be a significant factor in insider risk. Insiders who do not feel a sense of loyalty or commitment to the organisation may be more likely to engage in insider risk because they do not see the harm it may cause. This lack of loyalty can be due to a variety of factors, including poor management or communication, a lack of trust, or a lack of shared values.
Individual Differences:
Individual differences can also play a role in insider risk. For example, individuals with a history of criminal behavior or a disregard for rules and authority may be more likely to engage in insider risk. Similarly, individuals who are experiencing personal problems, such as financial difficulties or relationship issues, may be more susceptible to insider risk due to the stress or emotional turmoil they are experiencing.
Organisational Factors:
Organisational factors can also contribute to insider risk. For example, organisations that do not have clear policies and procedures related to data privacy and security may be more vulnerable to insider risk. Similarly, organisations that do not provide adequate training and support to employees may be more susceptible to insider risk due to a lack of understanding or awareness of the potential consequences.
Mitigating Insider Risk:
To effectively mitigate insider risk, organisations must address the psychological and organisational factors that contribute to insider risk. This includes implementing comprehensive security policies and procedures, providing regular training and support to employees, and promoting a culture of trust and transparency. Organisations must also ensure that they are hiring individuals who are a good fit for the organisation and who share the organisation's values and commitment to security.
The psychology of insider threat is a complex issue that requires a comprehensive understanding of the psychological and organisational factors that contribute to insider risk. By addressing these factors, organisations can effectively mitigate insider risk and protect their sensitive data and intellectual property. It is essential for organisations to implement comprehensive security policies and procedures, provide regular training and support to employees, and promote a culture of trust and transparency to mitigate insider risk effectively.
Strategic Advisor, ShadowSight
Who is Christopher McNaughton
Chris is a proficient problem solver with a strategic aptitude for anticipating and addressing potential business issues, particularly in areas such as Insider Threat, Data Governance, Digital Forensics, Workplace Investigations, and Cyber Security. He thrives on turning intricate challenges into opportunities for increased efficiency, offering pragmatic solutions derived from a practical and realistic approach.
Starting his career as a law enforcement Detective, Chris transitioned to multinational organisations where he specialised and excelled in Cyber Security, proving his authority in the field. Even under demanding circumstances, his commitment to delivering exceptional results remains unwavering, underpinned by his extraordinary ability to understand both cyber and business problems swiftly, along with a deep emphasis on active listening.
What is ShadowSight
ShadowSight is an innovative insider risk staff monitoring tool that proactively guards your business against internal threats and safeguards vital data from unauthorised access and malicious activities. We offer a seamless integration with your current systems, boosting regulatory compliance while providing unparalleled visibility into non-compliant activities to reinforce a secure digital environment. By prioritising actionable intelligence, ShadowSight not only mitigates insider threats but also fosters a culture of proactive risk management, significantly simplifying your compliance process without the overwhelming burden of false positives.
