Who Blows the Whistle? The Prosocial Organizational Behavior Model and Personal Predictors of Whistle-Blowing Whistle-Blowing as Prosocial Organizational Behavior:

2008 ◽  
pp. 51-84
Keyword(s):  
Organizational Behavior ◽  
Behavior Model ◽  
Whistle Blowing ◽  
Prosocial Organizational Behavior

scholarly journals FAKTOR-FAKTOR YANG MEMPENGARUHI MINAT PEGAWAI NEGERI SIPIL (PNS) UNTUK MELAKUKAN TINDAKAN WHISTLE-BLOWING (STUDI PADA PNS BPK RI)

2018 ◽  
Vol 19 (2) ◽  
pp. 276-295
Author(s):  
Rizki Bagustianto ◽  
Nurkholis Nurkholis
Keyword(s):  
Theory Of Planned Behavior ◽  
Organizational Behavior ◽  
Planned Behavior ◽  
Selection Bias ◽  
Behavior Theory ◽  
Whistle Blowing ◽  
Personal Cost ◽  
Prosocial Organizational Behavior

Penelitian ini bertujuan untuk menguji pengaruh faktor sikap terhadap whistle-blowing, komitmen organisasi, personal cost, dan tingkat keseriusan kecurangan terhadap  minat whistle-blowing pegawai negeri sipil di lingkungan Badan Pemeriksa Keuangan Republik Indonesia (BPK RI). Data yang digunakan dalam penelitian merupakan data primer yang dikumpulkan melalui survei kuesioner secara online. Menggunakan sampel 107 orang pegawai BPK RI yang berasal dari 35 induk unit kerja yang berbeda, hasil penelitian menunjukkan bahwa tiga dari empat determinan secara signifikan berpengaruh terhadap minat whistle-blowing PNS BPK-RI. Ketiga determinan yang dimaksud adalah sikap terhadap whistle-blowing, komitmen organisasi, dan tingkat keseriusan kecurangan. Penelitian ini memberikan implikasi pada literatur dengan mengonfirmasi Teori Prosocial Organizational Behavior, Theory of Planned Behavior, dan konsep Komitmen Organisasi serta diharapkan dapat membantu pemerintah, khususnya BPK RI, dalam merancang strategi peningkatan minat whistle blowing pegawainya maupun dalam mendesain atau menyempurnakan whistle-blowing system pada institusinya. Hasil penelitian memiliki keterbatasan pada aspek generalisasi, selection bias dalam pengumpulan data, dan sensitifitas tema penelitian yang berpotensi menimbulkan bias dengan kondisi nyata. Melalui penelitian ini kami menyarankan peneliti berikutnya untuk mengeksplorasi determinan minat whistle-blowing lainnya, mendesain penelitian yang spesifik pada saluran dan bentuk whistle-blowing, menguji kembali konsistensi pengaruh variabel personal cost, menghindari metode pengumpulan data yang memunculkan selection bias, dan memperluas sampel.

Public Service Motivation and Decisions to Report Wrongdoing in U.S. Federal Agencies: Is This Relationship Mediated by the Seriousness of the Wrongdoing

2016 ◽  
Vol 47 (7) ◽  
pp. 810-825 ◽  
Author(s):  
James Gerard Caillier
Keyword(s):  
Organizational Behavior ◽  
Public Service ◽  
Public Service Motivation ◽  
Federal Agencies ◽  
Whistle Blowing ◽  
The Public ◽  
To Come ◽  
The Relationship ◽  
Positive Effect ◽  
Prosocial Organizational Behavior

Scholars have argued that whistle-blowing is consistent with public service motivation (PSM), given that whistle-blowing is a form of self-sacrifice and concern for the public interest. Such a connection is also consistent with the Prosocial Organizational Behavior (POB) Model. However, only one article was found that examined the direct association between PSM and whether or not employees reported unlawful acts. Furthermore, no article was found to explore the relationship between PSM, whistle-blowing, and seriousness of wrongdoing—an important intervening factor that influences decisions to report. This is surprising because whistle-blowers can prevent detrimental harm to individuals and society and yet we still know little about the internal motives that cause them to come forward. Consequently, the connection between PSM and whistle-blowing was investigated further in this article. Consistent with the POB Model, PSM was positively associated with whistle-blowing generally, as well as internal and external whistle-blowing. Seriousness of wrongdoing was also found to have a positive effect on whistle-blowing. Furthermore, seriousness of wrongdoing was found to moderate the relationship between PSM and only internal whistle-blowing. The implications of the findings are discussed in the article.

Whistle-Blowing: Myth and Reality

1996 ◽  
Vol 22 (3) ◽  
pp. 507-526 ◽  
Author(s):  
Janet P. Near ◽  
Marcia P. Miceli
Keyword(s):  
Organizational Behavior ◽  
Empirical Work ◽  
Whistle Blowing ◽  
Research Results ◽  
Interdisciplinary Perspective ◽  
Realistic View

In this article, we attempt to separate myth from reality by reviewing research results pertinent to two questions: are whistle-blowers really crackpots and do most of them suffer retaliation following their actions? Because scholars interested in these questions have come from several different fields, and because integration is lacking among their perspectives, myth is often perpetuated. We try to ameliorate this situation by exploring the phenomenon from a broad interdisciplinary perspective and by reviewing the findings of recent empirical work in the area. Providing a realistic view of the problem is critical at this juncture, as organizations struggle to find mechanisms to deal with whistle-blowers and as legislators attempt to find policies to encourage whistle-blowing, in order to control illegal organizational behavior.

Alienation Matters: Validity and Utility of Etzioni's Theory of Commitment in Explaining Prosocial Organizational Behavior

2010 ◽  
Vol 38 (8) ◽  
pp. 1081-1095 ◽  
Author(s):  
Severin Hornung
Keyword(s):  
Organizational Behavior ◽  
Structural Equation ◽  
Negative Impact ◽  
Reliability And Validity ◽  
Equation Modeling ◽  
Moral Commitment ◽  
Justice Perceptions ◽  
Significant Negative Impact ◽  
Psychometric Evidence ◽  
Prosocial Organizational Behavior

In this study assumptions of Etzioni's (1975) theory of control and commitment are tested. Psychometric evidence is provided for the reliability and validity of the Organizational Commitment Scale (Penley & Gould, 1988), operationalizing Etzioni's typology of so-called calculative, alienative, and moral commitment. In a sample of 172 hospital workers, these 3 dimensions were found to be empirically distinct. Structural equation modeling was used to confirm differential effects of distributive and procedural justice perceptions on calculative, alienative, and moral commitment, supporting the notion that different forms of attachment develop partly in response to organizational compliance systems. When investigating simultaneous effects on supervisor-rated prosocial behavior, only alienation had a significant (negative) impact. Findings indicate acceptable validity and utility of a commitment model grounded in social theory for explaining organizational behavior.

scholarly journals Employees’ Performance Based on Leadership Styles and Big-Five Personality Mediated by Integrity

2019 ◽  
Vol 9 (1) ◽  
pp. 3052-3055
Keyword(s):  
Transformational Leadership ◽  
Organizational Behavior ◽  
Leadership Styles ◽  
Big Five ◽  
Private University ◽  
Survey Method ◽  
Big Five Personality ◽  
Behavior Model ◽  
Two Factors

This research was aimed at finding out the information about the mediated role of integrity (IN) between leadership styles (LS) and big-five personality (BFP) with employees’ performance (CB). A causal survey method used by involving 231 employees of private university in Jakarta. There were four instruments developed for measuring CB (32 items, rel. 0.894), LS (27 items, reliability was 0.951), BFP (28 items, rel. 0.953), and IN (26 items, rel. 0.943). Data analyzed by path analysis. Findings revealed, it was significant influence of leadership styles, big-five environmental personality (BFP), and integrity on employees’ performance. Employees’ integrity was good and strong mediated factor. Leadership and personality were two factors which is undoubted its effect on employees’ CB, especially dealing with transformational leadership styles and personality as well. Moreover, integrity dimension of honesty and consistency needed to be taken into account when employees performance would be changed. This result implied that those variables are strongly support the organizational behavior model in achieving organizational goal.

scholarly journals Attitudes towards Whistleblowers, Organizational Commitment, Ethical Climate Principles, and Self-Efficacy as Determinants of Fraud Disclosures

2018 ◽  
Vol 8 (1) ◽  
pp. 25
Author(s):  
Nur Hayati ◽  
Putri Wulanditya
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Social Action ◽  
Research Methodology ◽  
Ethical Climate ◽  
External Factors ◽  
Whistle Blowing ◽  
Social Organizational ◽  
Internal And External Factors ◽  
Research Show

Whistle-blowing is one of pro-social action done by organization members to give directions, procedures, or policies that have corrective impact on the organizations. The brave action to disclose fraud is determined by internal and external factors of individuals. This research is conducted to test factors that infl uence people to conduct whistleblowing, such as attitudes towards whistleblowers, ethical climate-principles, organization commitment, and self-effi cacy. This research also has objective to test the applications of Theory of Planned Behavior (TPB) and Pro-social Organizational Behavior (POB) particularly related to fraud. The research methodology is conducted using questionaire and analyzed using Multiple Regression. Results of the research show that attitudes towards whistleblowers, ethical climate principles, organizational commitments, and self-effi cacy have a signifi cant effect on the intention to conduct whistle-blowing.

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