Abstract
Accountability is an important organizational phenomenon that has been recognized by both academicians and practitioners as a fundamental element in the successful operation of organizations (Tetlock, 1985; 1992; Ettore, 1992). Prior research has focused on different ways in which individuals are affected by accountability conditions. However, research has heretofore overlooked the possibility that individuals seek informal accountability for others.
Phenomenological researchers (Tetlock, 1985, 1992), Frink and Klimoski (1998) called for the development models of accountability that include both external (to the person) and internal conditions, objective and subjective factors, and formal accountability mechanisms (e.g., accounting procedures) and informal accountability mechanisms (e.g., norms and culture). The current research has attempted to enfold these ideas as well as to examine informal accountability for others as a tool of social influence with attendant job and individual outcomes.
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