From situational variables to whistle -blowing *intentions: Whistle-blowing within the "theory of planned behavior"
Item
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Title
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From situational variables to whistle -blowing *intentions: Whistle-blowing within the "theory of planned behavior"
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Identifier
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AAI3103101
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identifier
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3103101
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Creator
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Demetriadou, Domniki J.
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Contributor
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Adviser: Joel Lefkowitz
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Date
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2003
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Language
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English
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Publisher
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City University of New York.
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Subject
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Psychology, Industrial | Psychology, Behavioral
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Abstract
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The purpose of the present research was to (1) explore the feasibility of using the theory of planned behavior (Ajzen, 1988) to investigate the formation of intention to blow the whistle on observed organizational wrongdoing and (2) understand how corporate ethical values and fairness and work group support (variables external to the primary model) influence the formation of the intention to blow the whistle.;Overall, the hypotheses, as refined on the basis of confirmatory factor analysis (CFA) results of the measurement model of this study, were either supported or partially supported, with a few notable exceptions, suggesting that the theory of planned behavior may be a viable model for guiding research in the whistle-blowing arena.;In terms of the process via which external to the theory variables influence the formation of intentions to blow the whistle, findings showed that participants' intention to report an observed organizational wrongdoing to someone or some group within their organization that could take action was directly influenced by their sense of control over performing the target behavior. In turn, participants' sense of control over performing the target behavior was directly influenced by their assessment of whether (a) they felt they had the personal resources necessary to go through with the reporting and (b) they perceived their workgroup as supportive over their blowing-the-whistle internally. However, findings should be viewed as tenuous because of the reliabilities of the measures used.;Future research should be directed at cross-validating the modified final model of this research as well as at comparing the data fit across several models representing the different theoretical perspectives used in the whistle-blowing literature. If future research supports the findings of the present research, organizations, in their effort to promote internal reports of observed organizational wrongdoing, may be faced with the challenge of finding ways to influence factors that may not be directly under their control (e.g., perceptions of available social and financial support, levels of moral judgment of individual employees).
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Type
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dissertation
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Source
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PQT Legacy CUNY.xlsx
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degree
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Ph.D.
