Through the Eye of the Whistleblower: Some Psychological Factors Predicting Whistleblowing Intentions Cycle

Abstract

Whistleblowers may be discouraged by negative consequences of whistleblowing. Therefore, whistleblowers may have to effectively manage the apprehensions associated with whistleblowing, especially where there are weak whistleblower protection frameworks in order to engage and re-engage in whistleblowing. Against this background, two studies were conducted to investigate some psychological variables associated with whistleblowing intentions cycle. Results showed that perception of organizational injustice significantly increased employees’ whistleblowing intentions. Neutralization of whistleblowing anxiety significantly enhanced the levels at which perception of organizational injustice increased whistleblowing intentions. Mediation tests showed that whistleblowing anxiety reduced employees’ intentions to blow the whistle despite perceived injustice and neutralization of whistleblowing anxiety. In study 2, whistleblowers were significantly more apprehensive of the negative consequences of blowing the whistle than non-whistleblowers. Post-whistleblowing anxiety reduced employees’ whistleblowing intentions while neutralization of whistleblowing anxiety increased their intentions to blow the whistle. Neutralization of whistleblowing anxiety defused post-whistleblowing anxiety and increased employees’ intentions to blow the whistle against corruption. It was concluded that the employees would be willing to report wrongdoing repeatedly if they could adequately defuse the apprehension associated with whistleblowing intentions and provide justification for whistleblowing. Implications of the findings for theory, research, and practice are discussed