INDIVIDUAL AND SITUATIONAL CORRELATES OF WHISTLE‐BLOWING
研究分析了22个组织中观察到不当行为的员工数据，发现举报行为与职位、工作态度、服务年限、绩效认可、性别、团队规模及组织响应性等因素相关。
Although popular interest in whistle‐blowing continues to increase, little is known about why some employees who observe wrongdoing report it, while others do not. In the present study, we analyze archival survey data from individuals who observed wrongdoing in any of 22 organizations. Results are generally consistent with predictions based on a model of whistle‐blowing as a type of prosocial behavior. Whistle‐blowing was more likely when observers of wrongdoing (1) held professional positions, (2) had more positive reactions to their work, (3) had longer service, (4) were recently recognized for good performance, (5) were male (though race was unrelated to whistle‐blowing), (6) were members of larger work groups, and (7) were employed by organizations perceived by others to be responsive to complaints. Implications for research and practice are described.