Determinants of whistleblowing intention: Fraud awareness, person-organization fit, perceived behavioral control, and Jawara Culture in Banten, Indonesia

Knowing where to find inside information can mean the difference between getting a job from a suitable company or following the wrong direction and wasting precious time, happiness or health in the wrong job and job environment. This article investigates the influence of electronic online word of mouth in the form of job reviews during the process of changing jobs and finding the right job. Job review sites are becoming more and more popular in the process of job search. While the professional world has already started to acknowledge job review sites as useful tools in the process of job search, so far, the academic scene has not paid much attention to this dynamic. The intention of this article is to change this. Based on a literature review, this article shows that job review sites already play a central and valuable role in job change processes by giving inside information through employees who already have experience with employers.

This study used business units in different stages of the organizational lifecycle (OLC) and tested employee job satisfaction, affective organizational commitment, and work engagement to understand the relationship between OLC and happiness at work. Furthermore, this study investigated Person-Organization (P-O) fit by testing for a locus of control (LOC) as a moderator to this relationship. Based on the significance of LOC for accountants, online surveys were launched in an accounting firm across twelve locations in South Africa. For the first survey, 32 partners (91%) positioned their business units onto specific stages of the OLC. In the second survey, employees (62%) completed self-evaluations of their level of job satisfaction, affective organizational commitment, work engagement, and their LOC. Spearman’s rank-order correlations revealed the range of ρ of –1.22 at a 10% significance to –1.67 at a 5% significance, concluding earlier stages of OLC to support greater levels of happiness at work.
Additionally, hierarchal regression found R-squared changes of 2% to 4%, confirming LOC as a moderator. Simulation tests found the strongest correlations with early stages of OLC for externals (range of ρ of –0.374 to –0.352 at 5% significance), moderate for internals (range of ρ of –2.12 at 10% significance to insignificant), and no relationship for those with a balanced expectancy (all insignificant). Contrary to dominant voices in the literature that support internality as a superior expectancy, this study concludes that those with a balanced LOC are more resilient to organizational factors for their happiness at work.

Job embeddedness and person-organization fit are two constructs that reflect employees’ attachment toward their organizations. While job embeddedness enhances employees’ affection, person-organization fit involves the value convergence with the organization. Therefore, the two constructs facilitate continuance in employment. The study attempted to identify the relationship between job embeddedness, person-organization fit, and human capital among the Saudi workforce. Data for the study were collected from 190 full-time employees employed in various organizations in Saudi Arabia. Convenient sampling was used to collect data. The respondents belong to different demographic categories. The data were analyzed using SPSS and structural equation modeling (SEM) techniques. Three hypotheses were formulated for the study to denote the relationships between the variables. For all the hypotheses formulated in the study, t-values (0.71, 0.88, and 0.84) showed a five percent level of significance. The research results thus indicated a significant positive relationship between job embeddedness, person-organization fit, and human capital. The relationship between the constructs and demographic variables was also examined. The findings are significant as the identified constructs help dealing with turnover intention, which is a bane for any organization. Therefore, the results could be used to identify retention strategies.

Acknowledgments
This publication was supported by the Deanship of Scientific Research at Prince Sattam Bin Abdulaziz University, Alkharj, Saudi Arabia, under the Specialized Research Grant program with Grant No- 2020/02/17318.