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［1］陈默，梁建.（2017）.高绩效要求与亲组织不道德行为：基于社会认知理论的视角.心理学报，49（01），94-105.
［2］陈晓雅.（2019）.风险偏好、预期后悔情绪与雇员揭发会计舞弊.河北企业，（09），5-8.
［3］褚福磊，王蕊.（2019）.资质过剩感与亲组织不道德行为：心理特权与谦卑型领导的作用.心理科学，42（02），365-371.
［4］王国猛，张梦思，赵曙明，李丽.（2020）.个性化契约与核心员工亲组织不道德行为：社会认知理论的视角.管理工程学报，34（04），44-51.
［5］王桃林，张勇，周浩，张军伟.（2020）.亲组织不道德行为的负面效应及其作用机制.心理科学进展，28（08），1246-1255.
［6］张光曦，许勤，陈道.（2020）.社会比较与亲组织不道德行为：社会比较理论的多层次视角.应用心理学，26（01），30-38.
［7］赵晓茜.浅析组织中雇员揭发会计舞弊行为的影响因素［J］.河北企业，2017（07）：6-8.
［8］Alleyne, P., Hudaib, M., ＆ Haniffa, R. (2018).The moderating role of perceived organisational support in breaking the silence of public accountants.Journal of Business Ethics, 147(3) , 509-527.
［9］Baucus, M.S., ＆ Near, J.P. (1991).Can illegal corporate behavior be predicted?An event history analysis.Academy of management Journal, 34(1) , 9-36.
［10］Bouville, M. (2008).Whistle-blowing and morality.Journal of business ethics, 81(3) , 579-585.
［11］Bowie, N. (Ed). (1982).Ethical theory and business, (3rd Ed).Englewood CUffs: Prentice HaU, 292-299.
［12］Dyck, A., Morse, A., ＆ Zingales, L. (2010).Who blows the whistle on corporate fraud?.The journal of finance, 65(6) , 2213-2253.
［13］Effelsberg, D., ＆ Solga, M. (2015).Transformational leaders' in-group versus outgroup orientation: Testing the link between leaders' organizational identification, their willingness to engage in unethical pro-organizational behavior, and follower-perceived transformational leadership.Journal of Business Ethics, 126(4) , 581-590.
［14］Glazer, N. (1983).Ethnic Dilemmas, 1964—1982.Harvard University Press.
［15］Hennequin, E. (2020).What motivates internal whistleblowing?A typology adapted to the French context.European Management Journal, 38(5) , 804-813.
［16］Heumann, M., Friedes, A., Cassak, L., Wright, W., ＆Joshi, E. (2013).The world of whistleblowing: From the altruist to the avenger.Public Integrity, 16(1), 25-52.
［17］Hill, J.A., Eckerd, S., Wilson, D., ＆ Greer, B. (2009).The effect of unethical behavior on trust in a buyer-supplier relationship: The mediating role of psychological contract violation.Journal of Operations Management, 27(4) , 281-293.
［18］Miceli, M.P., Near, J.P., ＆ Dworkin, T.M. (2008).Whistle-blowing in organizations.Psychology Press.
［19］Miceli, M.P., Van Scotter, J.R., Near, J.P., ＆Rehg, M.T.L.E.A. (2001).Responses to perceived organizational wrongdoing: Do perceiver characteristics matter.Social influences on ethical behavior in organizations, 119-135.
［20］Near, J.P., ＆ Miceli, M.P. (1985).Organizational dissidence: The case of whistle-blowing.Journal of business ethics, 4(1) , 1-16.
［21］Neill, J.D., Stovall, O.S., ＆Jinkerson, D.L. (2005).A critical analysis of the accounting industry's voluntary code of conduct.Journal ofBusiness Ethics, 59(1) , 101-108.
［22］Robinson, S.L., ＆Bennett, R.J. (1995).A typology of deviant workplace behaviors: A multidimensional scaling study.Academy of management journal, 38(2) , 555-572.
［23］Smaili, N., ＆ Arroyo, P . (2019).Categorization of whistleblowers using the whistleblowing triangle.Journal of Business Ethics, 157(1) , 95-117.
［24］Tyler, T.R., ＆ Blader, S.L. (2005).Can businesses effectively regulate employee conduct?The antecedents of rule following in work settings.Academy of Management Journal, 48(6) , 1143-1158.
［25］Umphress, E.E., ＆ Bingham, J.B. (2011).When employees do bad things for good reasons: Examining unethical pro-organizational behaviors. Organization Science, 22(3) , 621-640.
［26］MacNab, B.R., ＆ Worthley, R. (2008).Self-efficacy as an intrapersonal predictor for internal whistleblowing: A US and Canada examination.Journal of Business Ethics, 79(4) , 407-421.