The article focuses on the advantages and disadvantages of various methods enabling to uncover fraudulent and dishonest behavior of organizations’ stakeholders — employees, managers and costumers. Based on illustrative studies, it further shows how these tools can be used in empirical fraud risk management. A comprehensive approach that is absent in most organizations and management science literature. Forensic accounting research of financial data, as well as laboratory and field research of individual and organizational factors by economists and psychologists, are bringing us increasingly detailed knowledge of organizational misdeeds. The field of corporate and behavioral ethics uncovers the causes of individual and organizational misconduct, describes its nature and calculates the consequences of illegal behavior on the market value of firms, and suggests tools for restricting fraudulent behavior and corporate non-compliance. However, much of the evidence about corporate misconduct comes from descriptive case studies, which are dependent on a specific context and are not necessarily suitable for generalization. Alternatively, they describe the misconduct on the level of firms or sectors, which is knowledge important for regulators or prosecuting attorneys, but they do not directly offer tools for measuringthe extentofa fraudinside of anorganization, or the dishonesty of its customers or clients. On the other hand, behavioral ethics and moral psychology use laboratory experiments (although with usually student populations), which can precisely identify the causal forces that influence individual fraudulent behavior. Nevertheless, they cannot be used as indicators of dishonesty in real organizations (or they have weak external validity). A significant methodological contribution was made with the introduction of randomized field experiments and other methods that uncover dishonest behavior directly in organizations. This article supplies an interdisciplinary and multilevel overview of methods how to identify (not only) organizational

中文翻译：

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检测熟书以外的欺诈

本文重点介绍能够揭露组织利益相关者（员工、经理和客户）欺诈和不诚实行为的各种方法的优缺点。基于说明性研究，它进一步展示了如何将这些工具用于实证欺诈风险管理。大多数组织和管理科学文献中都没有的综合方法。财务数据的法务会计研究，以及经济学家和心理学家对个人和组织因素的实验室和实地研究，正在为我们带来对组织不端行为的越来越详细的了解。公司和行为道德领域揭示个人和组织不当行为的原因，描述其性质并计算非法行为对公司市场价值的后果，并建议用于限制欺诈行为和企业违规的工具。然而，关于企业不当行为的大部分证据都来自描述性案例研究，这些案例研究依赖于特定的背景，不一定适合概括。或者，他们描述了公司或部门层面的不当行为，这对于监管者或检察官来说很重要，但他们没有直接提供衡量组织内部欺诈程度或其客户或客户不诚实的工具。另一方面，行为伦理学和道德心理学使用实验室实验（尽管通常是学生群体），这可以准确地确定影响个人欺诈行为的因果力量。尽管如此，它们不能用作真实组织中不诚实的指标（或者它们的外部有效性较弱）。通过引入随机现场实验和其他直接揭露组织中不诚实行为的方法，在方法论上做出了重大贡献。本文提供了一个跨学科和多层次的方法概述如何识别（不仅）组织