Online from: 1986
Subject Area: Human Resource Management
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|Title:||On whistleblowing judgment and intention: The roles of positive mood and organizational ethical culture|
|Author(s):||Julia Zhang, (Alibaba Ltd, Hangzhou, People's Republic of China, and), Randy Chiu, (Hong Kong Baptist University, Kowloon Tong, Hong Kong), Li-Qun Wei, (Hong Kong Baptist University, Kowloon Tong, Hong Kong)|
|Citation:||Julia Zhang, Randy Chiu, Li-Qun Wei, (2009) "On whistleblowing judgment and intention: The roles of positive mood and organizational ethical culture", Journal of Managerial Psychology, Vol. 24 Iss: 7, pp.627 - 649|
|Keywords:||Banks, China, Ethics, Individual behaviour, Organizational culture, Whistleblowing|
|Article type:||Research paper|
|DOI:||10.1108/02683940910989020 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
Purpose – The purpose of this paper is to propose whistleblowing judgment (WBJ), positive mood (PM), and organizational ethical culture (OEC) as predictors of whistleblowing intention (WBI).
Design/methodology/approach – The study obtains the data from 364 usable questionnaires collected from Chinese employees of ten banks in China.
Findings – WBJ explains a high variance in WBI while OEC moderate the relationship. A three-way interaction effect is observed, in which organizational culture affects the strength of PM as a moderator.
Research limitations/implications – Findings are interpreted with respect to theories of moral psychology and organizational behavior. Theoretical implications and limitations of the study are discussed, including potential self-report bias and self-selection bias.
Originality/value – The effect of PM on whistleblowing decision making depends on people's perceptions of OEC. Only when people perceive their organizational culture to be unethical do the effect of PM come into play.
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