Gender, Religiosity and Internal Whistle blowing Intentions in the Nigeria Banking Industry

Abstract

This research investigated the correlation between gender, religion, and internal whistle blowing intents within the Nigerian banking sector. The study only used primary data obtained via the distribution of a meticulously designed questionnaire. The research was carried out at the headquarters of several banks situated in Lagos. The researchers used a random sample approach to pick the banks for inclusion in the study. Subsequently, the workers of these banks were purposively chosen due to their essential role in the research investigation. The Yamane formula was used in order to ascertain the appropriate sample size, which was determined to be 397 workers. The examination of multiple stepwise regression (MSR) revealed that the coefficient of determination (R2) was 0.024. Additionally, the F-statistic, with degrees of freedom (2, 394), was found to be 4.805, and the associated p-value was less than 0.01. The study revealed that gender had a favourable effect (β1=0.105), but religion demonstrated a negative contribution (β0=-0.130). Therefore, it can be concluded that the enhancement of internal whistleblowing intents within the Nigerian banking business is favourably impacted by gender, whereas religion has a negative effect. The study thus suggests that in order to enhance internal whistleblowing intentions in the Nigerian banking sector, organizations should adopt gender-specific training and awareness programs, customize whistleblowing policies to address gender-related issues, establish communication channels that are inclusive and respectful of religious beliefs, provide cultural competency training, cultivate an ethical organizational culture, and regularly evaluate mechanisms in collaboration with religious leaders. Moreover, doing additional study, particularly longitudinal studies, has the potential to provide more profound understandings of the intricate dynamics between gender, religion, and whistleblowing behaviours. This, in turn, may inform more nuanced suggestions for organizational practices.