Document Type : Original Article
Authors
- Shahram Pourmohammad 1
- mohammadreza Jaber Ansari 2
- Mohammad Hakkak 3
- Yousef Mohammadi moghadam 4
- Adel Salvati 5
1 Student of Azad University of Sanandaj
2 Assistant Professor، Department of Management، Borujerd Branch، Islamic Azad University، Borujerd، Iran.
3 Management Department, Lorestan university
4 Professor , Judicial Management Department, University of Judicial Sciences and Administrative Services, Tehran, Iran
5 Assistant Professor, Department of Management, Sanandaj Branch, Islamic Azad University, Sanandaj, Iran
Abstract
Abstract
The present research has been done with the aim of designing an organizational whistle-blowing model in government organizations. This research is applied in terms of purpose, survey-developmental in terms of approach, and qualitative in terms of type. The statistical population of this research was a group of experts, including university professors, senior managers of government organizations, and experienced human resources and public management consultants, and based on the theoretical sampling method, 10 people were selected as a statistical sample and were interviewed. The approach adopted in this research to analyze the interviews was theme analysis. In this research, in order to ensure the validity and reliability of the interviews, it was tried to use the technique of structured processes of convergent interviews as well as the technique of having at least two people to conduct interviews separately but parallel to each other. Finally, the results of the research led to the presentation of a new model in the field of organizational whistle-blowing in government organizations. Based on the findings of the research, the proposed model includes three categories of factors, which are: causal factors (employees' moral courage, acceptability of senior organizational managers, justice-oriented organizational culture, perceived organizational support, vengeful psychological stimuli, and employees' concern); mediating factors (enhancement of disclosure intention in employees, and occurrence of disclosure behaviors by employees); and finally the consequent factors (improvement of organizational health, and improvement of organizational productivity).
Keywords
)
Send comment about this article