نوع مقاله : مقاله پژوهشی
1 دانشکده مدیریت، دانشگاه خوارزمی، تهران، ایران
2 دانشجوی دکتری مدیریت منابع انسانی، دانشکده مدیریت، دانشگاه خوارزمی، تهران، ایران
عنوان مقاله [English]
Violation Whistleblowing is an action that warns the society about organizational violations and organizations about personal deviant behavior. Therefore, the purpose of this study is identifying and ranking whistle-blowing antecedents in order to facilitate and promote it in the organization. this study in terms of goal is applied and type of data is quantitative. The research population included 4920 documents that 52 of which were included in the meta-analysis using a non-random purposefully sampling method. Selected studies were analyzed using CMA2 software. the coding reliability was obtained via the agreement of the referee on the use of specific concepts to variables coding and significance and effect size reliability was obtained via an agreement on effect size calculation between two meta-analyzers. The findings showed that among whistle-blowing antecedents, 10 cases (21%) had an effect size greater than 0.5, 16 cases (33%) had an effect size between 0.3 and 0.5, and 22 cases (46%) had an effect size less than 0.3. Therefore, variables of organizational justice (0.683), Supervisor trust (0.656), sanctions capability (0.590), Internal locus of control (0.581) and organizational leadership (0.557) have high effect size, Tenure (0.460), position of the offender (0.450), Moral intensity (0.446) and seriousness (0.384) have medium effect size, as well as fear of retaliation (-0.060), Positive affectivity (0.062), loyalty (-0.130), job satisfaction (0.130), have the least effect size. Therefore, policy makers and managers should focus on identified factors to promote and manage violations whistleblowing in the organization.