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INDIVIDUAL AND SITUATIONAL CORRELATES OF WHISTLE-BLOWING 总被引:5,自引:0,他引:5
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. 相似文献
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NORMAN A. SCOTT 《Journal of counseling and development : JCD》1985,64(4):272-273
Counseling prisoners involves multiple ethical and therapeutic choices and risks. Prison environments emphasize external control and security. Thus, work in such settings challenges the role of the counselor as a facilitator of client responsibility for independent decision making. 相似文献
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WILLIAM SHREEVE MURIEL R. RADEBAUGH JANET R. NORBY WILLIAM G. J. GOETTER T. K. MIDGLEY ARNOLD F. STUECKLE BARBARA DE MICHELE 《Counseling and values》1984,29(1):59-66
Although the use of merit pay, incentive pay, bonus pay, and job promotion are well-established measures in the private or corporate sector of American society, few examples of successful teacher merit pay systems exist. In 1983, the Eastern Washington University Department of Education surveyed six major private corporations to determine whether corporate merit pay programs could be applied to teachers and educational institutions. Survey findings suggest several reasons why merit pay programs for teachers will probably fail: (a) lack of monetary goals; (b) the necessity for subjective evaluation, which requires multiple measurement devices, extensive supervision, and time; (c) the absence of a many-tiered corporate structure in most educational institutions; and (d) increased supervisory direction that could stifle creativity and flexibility. 相似文献
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After reviewing the moral development and general developmental literature, the authors propose several practical guidelines for moral development training programs in the schools. 相似文献
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SCOTT T. MEIER 《Journal of Occupational & Organizational Psychology》1984,57(3):211-219
Considerable confusion exists in the burnout literature about the similarities and separateness among the constructs of burnout, depression and job satisfaction. This study examined the construct validity of burnout using Campbell & Fiske's multitrait-multimethod approach. The constructs of burnout, depression and orderliness (chosen as a discriminant construct) were assessed by three types of self-report instruments. Data were analysed for 181 females and 139 male faculty members who spent at least 50 per cent of their time in teaching. Results indicated that measures of burnout largely met Campbell & Fiske's criteria for construct validity: burnout measures possessed adequate to good internal reliability and convergent validity. However, burnout measures also correlated substantially with measures of depression. Results are discussed in terms of possible explanations for the substantial overlap that has been demonstrated among measures of burnout, depression and job satisfaction. 相似文献