| Popis: |
To better understand when and why employees choose to remain silent or take action when they witness other organizational members breaking company rules and procedures, this research project is leveraging existing literature on work rule-breaking - henceforth referred to as procedural deviations - and their (non)disclosure. This project will examine traits that influence disclosure of witnessed procedural deviations as well as contextual factors that influence the trait-disclosure relationship, as informed by trait activation theory. A mixed-methods three-phase research program is being proposed to explore the individual and contextual factors as well as the decision-making process involved in the disclosure of witnessed procedural deviations. • Phase 1 (the mass testing survey phase) will have Sona participants from University of Guelph, Wilfrid Laurier University, and University of Ottawa completing questionnaires on demographic information, personality traits, and intentions to disclose work procedural deviations as part of Mass Testing (please see Supplement I_Sona.docx) • Phase 2 (the group task phase) places participants in an experiment (with deception) that they believe is focused on virtual teamwork and the experiment will be designed to have the participants observe a confederate engaging in a procedural deviation. With Phase 2, we have the opportunity to place people in a simulated situation where they believe they are witnessing a real procedural deviation and assessing the actual decisions they make. • Phase 3 (the interview phase) will explore the thoughts, feelings, and considerations participants had when they were in the experiment after they became aware of the confederate’s procedural deviation. |
