This study examined internal dissent and external whistleblowing, two constructs examined extensively as individual concepts but not in tandem. Participants were given one of four scenarios based on a 2 (high unethical case vs. low unethical case) × 2 (high leader integrity vs. low leader integrity) experimental design to test their whistleblowing and dissent intentions. Results indicated leader integrity influenced an employee’s level of dissent intentions with ethics having a significant effect on whistleblowing intentions when controlling for managerial position and organizational tenure. Future research should continue exploring whistleblowing and dissent tendencies in organizational settings.