Impacts of organizational commitment, interpersonal closeness, and Confucian ethics on willingness to report bad news in software projects

Peran Reward dan Komitmen Organisasi Terhadap Niat Whistleblowing: Sebuah Studi Eksperimen

“…Somers & Casal (1994) dan Dinc et al (2018) menemukan hasil bahwa komitmen organisasi dapat meningkatkan pelaporan pelanggaran atau kecurangan. Selain itu, Wang et al (2017) berhasil menunjukkan bahwa komitmen organisasi memiliki pengaruh positif terhadap niat whistleblowing. Meskipun sudah ada penelitian sebelumnya yang memeriksa pengaruh reward dan komitmen organisasi terhadap whistleblowing.…”

Person-Organization Commitment: Bonds of Internal Consumer in the Context of Non-profit Organizations

“…It has been identified as an antecedent of organization citizenship behavior (Wang et al, 2017). O'Reilly and Chatman (1986) show that this type of attitude arises when workers behave in a certain way, because they want to remain in the organization due to its attractiveness (values and goals), even though its values may not be those that the person would adopt.…”

“…In this first interpretation of commitment, we aim to gather the attitudes of an individual that link him/her to the organization, either because he/she appreciates the entity values, or because he/she identifies with them. It has been identified as an antecedent of organization citizenship behavior (Wang et al, 2017 ). O'Reilly and Chatman ( 1986 ) show that this type of attitude arises when workers behave in a certain way, because they want to remain in the organization due to its attractiveness (values and goals), even though its values may not be those that the person would adopt.…”

“…Continuance and normative dimensions of commitment have been critiqued for their inconsistencies with affective commitment (Chordiya et al, 2017 ). Normative commitment is usually strongly linked to affective commitment (Guerrero and Herrbach, 2009 ) and is linked to individuals' sense of obligation to stay in the organization (Wang et al, 2017 ).…”

“…But the work of Porter et al ( 1974 ), which takes a sociological and psychological approach, was probably the origin of the study of links between the individual and the organization from the perspective of organizational behavior. Several decades later, Organizational Commitment is a complex concept that continues to be actively researched (Meyer et al, 2002 , 2004 ; Allen, 2003 ; Cohen, 2003 , 2007 ; Wasti, 2005 ; Ashman and Wintanley, 2006 ; Bergman, 2006 ; González and Guillén, 2008 ; Iqbal, 2010 ; Walumbwa et al, 2010 ; Stazyk et al, 2011 ; Klein et al, 2014 ; Reevy and Deason, 2014 ; Zayas-Ortiz et al, 2015 ; Hansen and Kjeldsen, 2017 ; Idris and Manganaro, 2017 ; Jaros, 2017 ; Wang et al, 2017 ) in attempting to define the relationships established between a person and the organization in which he/she works, due to the importance of the construct for employees and employers (Yousef, 2017 ). Although recently new approaches have appeared (e.g., Klein et al, 2014 ), the majority of researchers agree that organizational commitment should be treated as a multidimensional construct (Back et al, 2011 ) and that consistent correlations with other concepts vary with respect to dimensions.…”