Ethical Climates and Contextual Predictors of Whistle-Blowing

By Gary R. Rothwell, J. Baldwin. 2006

105 citations recorded by the source corpus.

Subfields: Cognitive Neuroscience, Information Systems and Management, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/3b674e7b6e5e74066a25849b9d58c64d44246ba3

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In Cognitive Neuroscience

In Information Systems and Management

In Organizational Behavior and Human Resource Management

Citations in the corpus

Organizational ethical climate, perceived organizational support, and employee silence: A cross-level investigation (2013, background): “However, ethical climate, an organizational contextual factor that is considered to be closely related to employees’ willingness to report organizational problems including incidents of corruption (Rothwell and Baldwin, 2006, 2007), has remained scarcely explored.”
Whistleblowing Intentions of Lower-Level Employees: The Effect of Reporting Channel, Bystanders, and Wrongdoer Power Status (2015, background): “An ethical organization culture consists of many aspects, including integrating ethics in decision making processes, establishing a compensation system that rewards ethical behavior, and setting a tone that allows employees to question obedience of authority (Rothwell and Baldwin 2006; Trevino et al”
THE INFLUENCE OF INDIVIDUAL AND SITUATIONAL FACTORS ON LOWER-LEVEL CIVIL SERVANTS’ WHISTLE-BLOWING INTENTION IN INDONESIA (2013, background): “…that affect the whistle-blowing intention, and a considerable amount of literature has been published on that topic (e.g. Park & Blenkinsopp, 2009; Schultz et al., 1993; Cortina & Magley, 2003, Near & Miceli, 1985; Miceli & Near, 1988; Keenan, 2000; Brennan & Kelly, 2007; Rothwell & Baldwin, 2006).”
Ethical Climates in Organizations: A Review and Research Agenda (2017, background): “However, it has been found that ethical climates generally failed to predict whistleblowing intentions (Rothwell & Baldwin, 2006), with the exception of friendship or team climates (Rothwell & Baldwin, 2007).”
Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange (2014, background): “…2011), purchasing social responsibility (Blome & Paulraj, 2012), turnover intentions (Stewart, Volpone, Avery, & McKay, 2011), organizational citizenship behavior in general (Shin, 2012), and employees’ willingness to address and report organizational problems (Rothwell & Baldwin, 2006, 2007).”