The Relationship between Human Relations Skills and Organizational Whistling Mediated by Moral Intelligence of Ministry of Sports and Youth Staff

Nowadays, corruption and immoral behaviors have become a part of organizations and there is always a need for people who keep their commitment and work conscience to report immoral cases to the officials of the organization, so the present study aims to investigate the relationship between human relations skills and organizational whistling. It was mediated by the moral intelligence of the staff of the Ministry of Sports and Youth.                 

The present study was applied and descriptive-correlational. The statistical population included all staff members of the Ministry of Sports and Youth and 200 people were selected using the available sampling method. Reese & Brandt Human Relations Questionnaire, Lenin Vakil Moral Intelligence Questionnaire and Zakaria et al. Organizational Burning Questionnaire were used to collect data. Descriptive statistics, inferential statistics (Pearson correlation, Kolmogorov-Smirnov and structural equations) and LISREL software version 8.8 were used to analyze the data.

Human relations skills on organizational whistling with beta (β= 0.48) have a positive and direct effect on moral intelligence with beta (β= 0.59), also positive and direct effect of moral intelligence on organizational whistling behavior with beta (Β=0.36 is significant and the coefficient of indirect effect of human relations on organizational whistling with beta (β=0.21) shows that the mediating role of moral intelligence in the relationship between human relations and organizational whistling is significant.

It seems that human relations and moral intelligence are important variables related to organizational whistling and managers should pay attention to these two variables to promote organizational whistling.