commitment to the organization would be least like to engage in whistle-blowing randall-1987 in contrast others have suggested that strong commitment would make such behavior more likely hirchman 1970 somers and casal 1994 examined this question empirically in a study of accounts although affective a wrongdoing outside the organization found evidence of curvilinear inverted-ushape relation between affective commitment and internal whistle-blowing interestingly employees with moderate levels of affective commitment reported a greater likelihood that they would divulge a wrongdoing within the organization than employees who either weak or strong affective commitment