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首页> 外文期刊>Review of Managerial Science >The relationship between organizational identification and internal whistle-blowing: the joint moderating effects of perceived ethical climate and proactive personality
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The relationship between organizational identification and internal whistle-blowing: the joint moderating effects of perceived ethical climate and proactive personality

机译：组织认同和内部举报之间的关系：感知的道德氛围和积极主动的人的共同调节作用

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摘要

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.
机译：基于计划行为理论，本文探讨了雇员与用人组织的认同（组织认同）与雇员通过组织内部渠道进行举报的意图（内部举报意图）之间的关系，并结合了一个联合主持人结合了感知的道德氛围和积极进取的人格。对来自中国的726名员工的数据进行分析后，结果表明组织认同与内部举报意图呈正相关，并且这种关系是通过感知的道德氛围和积极主动的人格共同缓和的，即组织认同更积极地预测内部举报意图具有积极进取的性格并具有强烈​​的道德氛围的人。根据对理论和实践的意义来讨论结果。

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