The Influence of Organizational Ethical Culture and Organizational Commitment on Organizational Whistle Blowing Intentions: Evidence from Sadat City University in Egypt
| Main Author: | Wageeh A. Nafei |
|---|---|
| Format: | Article |
| Bahasa: | eng |
| Terbitan: |
, 2018
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| Subjects: | |
| Online Access: |
https://zenodo.org/record/3545135 |
Daftar Isi:
- Organizational Whistle Blowing Intentions (OWBI) has received more attention and support as a means of detecting and correcting errors in organizations.This study aims to identify the impact of Organizational Ethical Culture (OEC) and Organizational Commitment (OC) on OWBI at Sadat City University (SCU) in Egypt. Employing Treviño et al., 1998 for measuring OEC, Allen & Meyer, 1991 for measuring OC, and Park & Blenkinsopp, 2009 for measuring OWBI. About 400 survey questionnaires were distributed. Multiple follow-ups yielded 300 statistically usable questionnaires. Survey responses were 75%. The research found a number of results which are: (1) the results show the importance of OEC in influencing OWBI at SCU, (2) OEC can play a critical role in OWBI since management response is a key factor that can influence the decision of whistleblowers. OEC can indicate to potential informers what behaviors are acceptable to the SCU, (3) the results support the view that the OC was highly relevant to OWBI, (4) the results indicate that OC has blinded some staff to ethical problems at SCU, (5) the results show that younger and less experienced staff are more likely than older towards OWBI, (6) The results show that OEC and the ethical sense of duty are vital to encourage members to make progress and to disclose employers' abuses, (7) OEC is an important determinant of ethical behavioral intentions, and (8) it is important to send the correct message to all SCU employees around OEC. It is a key determinant of ethical conduct. Unethical culture is spreading cancer that eventually devours great personalities. OEC does not always pay, but the lack of it always hurts