Purpose

This study aims to focus on justice perceptions as the operating mechanism for leadership to impact whistle-blowing intention (WBI). Consequently, it aimed to test the mediating role of justice perception through which ethical leadership (EL) and servant leadership (SL) lead to WBI.

Design/methodology/approach

Data were gathered from 136 employees of IT companies in India through a questionnaire survey to test the proposed relationships.

Findings

The analysis showed that both EL and SL predict employees’ WBI via justice as the mediating mechanism.

Research limitations/implications

Formal and informal mechanisms by leaders should focus on ensuring that justice is not only done but also perceived by their subordinates in such a way that just being an ethical or servant leader by itself might not result in pro-social behavior like whistle-blowing.

Originality/value

Many studies have shown the effect of SL and EL on outcomes like whistle-blowing; however, this study comprises that justice perception might play a critical mediating role through which both leadership styles impact normative/prosocial behavior like whistleblowing. Understanding the role of leadership and justice perception can offer valuable insights into one’s WBI and tendencies, thus increasing the amount of variance in the WBI that researchers can explain.

中文翻译：

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领导风格、公正和举报意图：测试调解模型

目的

本研究旨在将正义感知作为领导影响举报意图 (WBI) 的运行机制。因此，它旨在测试道德领导 (EL) 和仆人领导 (SL) 导致 WBI 的正义感知的中介作用。

设计/方法/方法

通过问卷调查从印度 IT 公司的 136 名员工那里收集了数据，以测试拟议的关系。

发现

分析表明，EL和SL都通过公正作为中介机制来预测员工的WBI。

研究限制/影响

领导者的正式和非正式机制应侧重于确保正义不仅得到伸张，而且被下属以这样一种方式看待，即仅仅作为一个道德或仆人的领导者本身可能不会导致像举报这样的亲社会行为。

原创性/价值

许多研究表明 SL 和 EL 对举报等结果的影响；然而，这项研究包括正义感知可能发挥关键的中介作用，通过这种作用，两种领导风格都会影响举报等规范/亲社会行为。了解领导力和正义感的作用可以为一个人的 WBI 和倾向提供有价值的见解，从而增加研究人员可以解释的 WBI 中的差异量。