Empirical Study on the Attitudes toward Whistle-blowing

本实证研究探讨了影响举报倾向行为和态度的因素。在2006年4月《检举人保护法》实施之前和实施之后，分别进行了两次调查。本研究还收集了几个实验数据，以分析对不当行为的态度与个人因素和情境因素之间的关系。主要结果如下：(1)受薪工人认为执法后保护举报人的必要性更强。然而，对其他方面的检举人的态度并没有明显的变化。(2)员工对举报行为和举报人总体上都表现出积极评价，但组织承诺、工作满意度和集体主义得分较高的员工对举报人的积极评价较弱。(3)对于那些不是欺诈受害者的人，检举的可能性更高。(4)那些认为自己可以从上级或/或家人那里得到支持的人可能会举报。对于那些他们的工作描述与阻止不法行为有关的人来说也是如此。(5)日语中对检举人的称呼有3个词，大学生和上班族对检举人的印象相似，总体上是正面的。然而，举报人的人际关系被消极评价。

This empirical study examines factors that influence the behavior and attitude to whistle-blowing tendencies. Two surveys were conducted, one before and the other after the enforcement of the Whistle-blower Protection Act started in April 2006. Several experiments were also used to collect data for the analysis of the relationship between the attitudes toward wrongdoing and personal and situational factors. The main results are as follows. (1) Salaried workers consider the need is stronger for protecting whistle-blowers after the law enforcement. However, the attitudes toward other sides of the whistle-blowers did not change significantly. (2) Workers showed positive evaluation of both whistle-blowing and whistle-blower in general, but for those with higher scores of organizational commitment, job satisfaction, and collectivism, this positive evaluation was weaker. (3) For those who were not victims of fraud, the possibility of blowing the whistle was higher. (4) Those who thought that they could get supports from their supervisors or/and families, would likely blow the whistle. This was also true for those that their job description related to the stopping the wrongdoing. (5) 3 words used for addressing whistle-blowers in Japanese language gave similar images of whistle-blowers to both college students and salaried workers, and in general the images were positive. However, whistle-blowers' interpersonal relations were negatively evaluated.