What is a primary focus of organizational psychology as related to insider threats?

A primary focus of organizational psychology in relation to insider threats is leadership development and climate. This area highlights the importance of how organizational leaders establish and maintain a healthy work environment, which can directly influence employee behavior and their likelihood of engaging in insider threats. Strong leadership fosters a positive workplace culture, ensures effective communication, and promotes trust, all of which are critical in reducing the risk of insider threats.

When employees feel supported and valued, they are less likely to engage in harmful behaviors that might threaten the organization. Additionally, leaders who are trained to recognize the signs of potential insider threats and encourage open dialogue about concerns can better protect their organization. By focusing on leadership development and creating an appropriate organizational climate, companies can mitigate risks associated with insider threats more effectively.

Other options, such as employee turnover rates, organizational structure and design, and marketing strategies, do not directly relate to the psychological factors that influence employee behavior and motivation in the context of insider threats. While these factors may have relevance in broader organizational management, they do not address the critical role that leadership and organizational culture play in shaping employee actions and attitudes regarding insider threats.