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Review of Managerial Science

Erschienen in:

21.09.2016 | Original Paper

The relationship between organizational identification and internal whistle-blowing: the joint moderating effects of perceived ethical climate and proactive personality

verfasst von: Yan Liu, Shuming Zhao, Rui Li, Lulu Zhou, Feng Tian

Erschienen in: Review of Managerial Science | Ausgabe 1/2018

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Abstract

Based on the theory of planned behavior, this paper explores the relationship between an employee’s identification with the employing organization (organizational identification) and the employee’s intention to whistle-blow via organizational internal channels (internal whistle-blowing intention), incorporating a joint moderator that combines perceived ethical climate and proactive personality. After analyzing data from 726 employees in China, the results show that organizational identification is positively associated with internal whistle-blowing intention and that the relationship is jointly moderated by perceived ethical climate and proactive personality, i.e. organizational identification more positively predicts internal whistle-blowing intention in individuals who have a high proactive personality and perceive a strong ethical climate. The results are discussed in terms of the implications for theory and practice.

Vorheriger Artikel Determinants of firm value in Latin America: an analysis of firm attributes and institutional factors

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Titel: The relationship between organizational identification and internal whistle-blowing: the joint moderating effects of perceived ethical climate and proactive personality
verfasst von: Yan Liu
Shuming Zhao
Rui Li
Lulu Zhou
Feng Tian
Publikationsdatum: 21.09.2016
Verlag: Springer Berlin Heidelberg
Erschienen in: Review of Managerial Science / Ausgabe 1/2018
Print ISSN: 1863-6683
Elektronische ISSN: 1863-6691
DOI: https://doi.org/10.1007/s11846-016-0214-z

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