| dc.contributor.advisor | | |
| dc.contributor.advisor | | |
| dc.contributor.author | WULANDARI, ANGGITA TRI | |
| dc.date.accessioned | 2020-02-15T03:46:04Z | |
| dc.date.available | 2020-02-15T03:46:04Z | |
| dc.date.issued | 2020-01-03 | |
| dc.identifier.uri | http://repository.umy.ac.id/handle/123456789/31710 | |
| dc.description | This study aims to determine the effect of attitude, organizational support, and
locus of commitment as a intervening variable to whistleblowing intention of
Higher Education. This study used convinience sample method. The respondens
were employees that work in public higher education and private higher
education. The type of data used is primary data. And the result for two
independent variables which are attitude and organizational support show that
have a negative effect on employee intention to take the whistleblowing action,
and for the locus of commitment has a positive effect of employee intention to take
the whistleblowing action. The number of questionnaires used for the respondents
was 100 questionnaires with the result of 70 questionnaires considered to be
perfect and could be processed. The analysis tool used was SPSS 22.0. The data
were analyzed by using path analysis which showed the result of the attitude and
organizational support have no influence on the intention to perform
whistleblowing action with locus of commitment as intervening variable. The
results of this study are expected to be used as a consideration to build a more
effective whistleblowing system especially for public sector organizations. | en_US |
| dc.description.abstract | This study aims to determine the effect of attitude, organizational support, and
locus of commitment as a intervening variable to whistleblowing intention of
Higher Education. This study used convinience sample method. The respondens
were employees that work in public higher education and private higher
education. The type of data used is primary data. And the result for two
independent variables which are attitude and organizational support show that
have a negative effect on employee intention to take the whistleblowing action,
and for the locus of commitment has a positive effect of employee intention to take
the whistleblowing action. The number of questionnaires used for the respondents
was 100 questionnaires with the result of 70 questionnaires considered to be
perfect and could be processed. The analysis tool used was SPSS 22.0. The data
were analyzed by using path analysis which showed the result of the attitude and
organizational support have no influence on the intention to perform
whistleblowing action with locus of commitment as intervening variable. The
results of this study are expected to be used as a consideration to build a more
effective whistleblowing system especially for public sector organizations. | en_US |
| dc.publisher | FE UMY | en_US |
| dc.subject | ATTITUDE, | en_US |
| dc.subject | ORGANIZATIONAL SUPPORT | en_US |
| dc.subject | LOCUS OF COMMITMENT AND | en_US |
| dc.subject | WHISTLEBLOWING INTENTION | en_US |
| dc.title | FACTORS AFFECTING THE EMPLOYEE’S INTENTION IN WHISTLEBLOWING ACTIVITY (Empirical Study at Higher Education XXX in ABC Province) | en_US |
| dc.type | Thesis SKR FEB 712 | en_US |
