Whistle-blowing Behavior Research Articles

The Effect of Broken Windows Theory on Whistleblowing Behavior: An Practice on Higher Education Staff

Bu çalışmanın amacı kırık camlar teorisinin erdemli raporlama (whistleblowing) davranışına etkisini araştırmaktır. Alan yazında iki kavramın birbiriyle ilişkisinin araştırıldığı herhangi bir çalışmaya rastlanmamıştır. Araştırmanın bu açıdan alan yazına katkı sağlayacağı düşünülmektedir. Tanımlayıcı nitelikte olan bu çalışma, Yozgat Bozok Üniversitesi’nde görev yapan idari ve akademik personel üzerinde 2021 yılında gerçekleştirilmiştir. Araştırmada basit tesadüfi örneklem yöntemi seçilmiş olup, çalışmaya katılmayı kabul eden 405 kişiye anket uygulaması yapılmıştır. Veri toplama aracı olarak Örgütsel Kırık Camlar Ölçeği ve Erdemli Raporlama Ölçeği kullanılmıştır. Bektaş ve arkadaşları (2019) tarafından geliştirilen ve örgütlerdeki bu davranışı belirlemeye çalışan ölçekte bireysel ve yönetsel olmak üzere iki boyut ve 13 soru bulunmaktadır. Celep ve Konaklı (2012) tarafından geliştirilen Erdemli Raporlama Ölçeği ise içsel, dışsal, destekçi ve gizli olmak üzere 4 boyuttan ve 16 sorudan oluşmaktadır. Araştırmadan elde edilen verilerin analizi SPSS 22.00 paket programıyla yapılmıştır. Araştırmadan elde edilen bulgulara göre örgütsel kırık camlar teorisinin erdemli raporlama (whistleblowing) davranışı üzerinde etkisi olduğu sonucuna ulaşılmıştır. Ayrıca sosyo-demografik değişkenler ile ölçek puanları arasında anlamlı ilişkilerin olduğu belirlenmiştir.

Career opportunity of whistle-blower in the workplace: the role of privacy legislation and supervisor support

PurposeThis study aims to explain the interaction of perceived privacy legislation on the relationship between affective commitment and whistle-blowing. Additionally, it seeks to determine the consequences of whistle-blowing on employee careers moderated by perceived supervisor support in government organizations. Design/methodology/approachA Moderated Regression Analysis was used to analyze survey data from 411 local government employees in West Java, Indonesia. FindingsThe result found a positive relationship between affective commitment and whistle-blowing. Perceived privacy legislation also had a significant moderating effect on the correlation between the two variables. Furthermore, whistle-blowing found a positive relationship with career opportunities, moderated by perceived supervisor support. Originality/valueThe finding may contribute to the extension of scientific literature by making privacy legislation a moderator with the potential to increase employee affective commitment to whistle-blowing behavior. It determines the relationship between whistle-blowing on employee careers opportunity moderated by perceived supervisor support. In contrast, previous studies only focused on factors influencing whistle-blowing behavior.

Identification and Protection of Corporate Whistle-blowers: A Legal Perspective

Purpose: Internal audit, management review, and account reconciliation are popular tools for combating corporate fraud, but whistle-blowing is the most prevalent. Whistle-blowers frequently fear reprisal from coworkers and bosses. That is why they require protection and support. Many international organizations have advocated that countries adopt regulatory frameworks for protecting whistle-blowers. Therefore, the current study investigates the notion of whistle-blowing to compare it to Public Interest Disclosure Act 2017 of Pakistan, which was enacted. It identifies the influence of legal and ethical cultural norms in organizations on whistle-blowing behaviour.
 Design/Methodology/Approach: Qualitative method was used to analyze statutes, local and international protocols, rules and regulations of Pakistan and developed countries.
 Findings: The results suggest that the development of legal and ethical culture in a business may inspire whistle-blowing, and whistle-blowers may feel psychologically safe when reporting wrongdoings. Further, whistle-blowers must be legally supported and encouraged to function as corporate monitors, discouraging wrongdoers to the point of elimination.
 Implications/Originality/Value: It is suggested that the Act be revised to address the existed flaws. The Act is specifically amended to cover private-sector whistle-blowers, and an impartial, external reporting channel is established under one of the existing specialized organizations that deal with fraud. In particular, anti-corruption bodies, like National Accountability Bureau, has established as an external reporting and investigative channel.

A Review of Research on Whistle-Blowing

The whistle-blowing behavior in the organization is an employee’s whis-tle-blowing on the illegal, destructive rules and unethical behaviors in the workplace, and is an effective mechanism to timely correct non-ethical behaviors in the organization. The article reviews the research origin, concept and measurement methods of whistle-blowing behaviors, discusses the decision-making process of whistle-blowing behavior from different theoretical perspectives, and systematically sorts out the influencing factors and generating mechanisms of whistle-blowing intention or behavior from multiple levels. Proposing future research should focus on issues such as localized whistle-blowing behavior, the impact of different context variables, and longitudinal research on whistle-blowing behavior.

The Relationship between Whistleblowing and Organizational Citizenship Behaviour in Textile Sector

The aim of this research is to examine the relationship between whistleblowing and organizational citizenship behaviors in textile sector operating in Denizli province. The textile production and sales have always been placed on the top for the economic structure in Denizli. One of the important concepts of whistleblowing can be defined as revealing illegal and immoral practices in an organization. The concept of Organizational Citizenship Behavior (OCB) is defined as the assumption by employees of positive roles toward the organization about issues that do not fall within their own area of duty, on a voluntary basis and without having any expectation. The study used an empirical approach which includes qualitative and quantitative methods of analyzing data. The data were gathered through surveys from 12 SME firms in textile sector. In total, 192 usable surveys were obtained. The results revealed that there are statistically significant relationships between whistleblowing and organizational citizenship behavior in textile sector.

Whistle-blowing intentions and behaviour in Ugandan public procurement

PurposeThis study aims to investigate the whistle-blowing behaviour in Ugandan public procurement by using whistle-blowing supporting institutions, procuring and disposing entity (PDE) ethical climate and whistle-blowing expectancy.Design/methodology/approachA quantitative cross-sectional survey was conducted using a sample of 118 drawn from a population of 179 central government (PDEs). Data were collected using self-administered questionnaires, resulting in 222 usable questionnaires from 70 PDEs, representing a response rate of 62.71 per cent.FindingsThe results reveal that the whistle-blowing supporting institutions and PDE ethical climate are significant predictors of whistle-blowing intentions and behaviour, accounting for 30.2 per cent of the variance. The authors therefore recommend that whistle-blowing supporting institutions, like the Whistle Blowers Protection Act, should be reviewed and strengthened to promote whistle-blowing intentions and behaviour. This could be done through reviewing the Act to make it enforceable, giving power to the whistle-blowers, strengthening policies, developing safeguards against retaliation by making every chief executive officer in the public sector accountable, increasing whistle-blowing incentives and providing whistle-blowing hotlines for anonymous whistle-blowers. PDEs should also create conducive ethical climates that encourage people to voice their concerns internally or externally, and ethical committees should be established within PDEs and other bodies such as the Inspector General of Government for ensuring that whistle-blowing systems are in place and promoted. There is a need to increase whistle-blowing expectancy through the effective handling of reported cases to their conclusion and the use of role models.

Motivational Antecedents of Whistle-Blowing in Iranian Public Service Organizations

This paper empirically explores how whistle-blowers, as members of a collective or as individual actors, are motivated to report a wrongdoing in public service organizations of Iran. Whistle-blowing in the service organizations of public sector utilizes the mass media to call the attention of public to corruption activities that are associated to the misuse of public funding in a direct way. The current research provides the empirical evidence that whistle-blowing can be motivated with personal and cultural orientation regarding organizational corruption. Drawing on existing literature, this paper examines a structural model of whistle-blowing determinants. A paper-based survey was employed and the statistical population are the employees who work in three anonymous public service organizations in Tehran, Iran. The sample size was estimated at 287. A convenience sampling approach was utilized to collect the required sample. The results of structural analysis indicated that cultural orientation, personal traits and ethical position are significant antecedents of whistle-blowing behaviour. This research suggests that the whistle-blowers have contributed to the disclosure of illegitimate, immoral, and/or illegal practices under their employers’ control that may affect action through their participation in the politicization of whistle-blowing and through their communal and personal transformations.

Maltese certified public accountants and whistle-blowing: traits, influences and propensity

Purpose The purpose of this paper is to deal with an important element of the whistle-blowing decision, the whistle-blower. It is set within the environment of the small Mediterranean island of Malta. It has two objectives. The first is to identify the more important personality traits of the potential Maltese accountant whistle-blower and the situational factors that mostly affect his/her whistle-blowing decision. The second objective is to develop a regression model that can be used to identify the potential Maltese accountant whistle-blower. Design/methodology/approach The study is in the form of two e-mail questionnaires sent to Maltese accounting practitioners. Findings The personality traits of conscientiousness, openness to experience and extraversion and the situational factors of ethical considerations and professional requirements were found to be the more significant. The regression model proved substantially correct in singling out the potential Maltese accountant whistle-blower. Research limitations/implications The results are based on the replies of respondents to two questionnaires and not actual whistle-blowing behaviour. Also, the propensity to be a whistle-blower or not may not be a constant since it can be affected by shifts in internal attributes and situational factors. Practical implications Besides academic qualifications, the personality of the individual and his/her potential reaction to the working environment should be given due consideration in the recruitment of accounting staff. Originality/value The research contributes to the literature on the accountant whistle-blower in a small country setting that is rarely the subject of study.

The Potential Impact of Education on Whistleblowing Behavior

The Potential Impact of Education on Whistleblowing Behavior

The Relationship Between Whistleblowing and Organizational Citizenship Behaviour

Whistleblowing can be defined as revealing illegal and immoral practices in an organization. Organizational Citizenship Behaviour is the individual behaviour in a discretionary way which increase organization efficient. This study searchs the relationship between Whistleblowing and Organizational Citizenship Behaviour. To measure the relationship between this concepts, we use a questionnaire to 52 health sector employees who works in Center of Dental Health in public sector. As a result, the findings show that there is low level and pozitive relationship but no significant relationship between whistleblowing and organizational citizenship behaviour. But, there is significant relationship between external-whistleblowing and civic virtue which are the dimensions of this concepts.

Whistleblowing behavior in organizations and work morality interaction

Whistleblowing behavior has become an important subject in internal and external stakeholders of an enterprise today, when morality values become conscientious responsibility. News about the enterprises in which malpractice, bribery and inappropriate behaviors to work morality in recent years, has increased the importance of this concept. This study aimed to theoretically explain the interaction between whistleblowing behaviors and work morality in the organizations. For this purpose, first of all, work morality and whistleblowing topics have been explained and secondly, the interaction between whistleblowing behavior and work morality ics has been analyzed in a theoretic ground with being managed suitable for work morality and the role of work morality in creating whistleblowing behavior subtopics. Keywords: Morality, Work Morality, Business Ethics, Whistleblowing, News Spreading

Reward Systems, Moral Reasoning, and Internal Auditors’ Reporting Wrongdoing

This study investigates the issue of whistle-blowing behavior that results from internal auditors discovering company wrongdoing in the process of preparing financial information. An experiment was conducted to examine whether reward systems such as cash incentives or employment contracts have an impact on auditors’ disclosing wrongdoing behavior. The results indicate that internal auditors are more likely to report wrongdoing to higher authorities when incentives are provided, suggesting reward systems have a positive effect on disclosing company’s wrongdoing or even fraud. In addition, the result reveals that internal auditors with lower levels of moral reasoning are more sensitive to cash incentives.

NAFTA Students’ Whistle-Blowing Perceptions: A Case of Sexual Harassment

Business students from the three NAFTA countries were shown a possible Sexual Harassment scenario from Arthur Andersen’s Business Ethics Program. They were asked to respond to a pre-questionnaire concerning the three characters’ behaviors and possible actions and a post-questionnaire after writing a report from the points of view of the three characters in the scenario. The students were asked to consider whether the characters should report the possible harasser to their supervisor, and thus engage in whistle-blowing behavior, as well as directly confront the harasser. Hypotheses are formulated for the three NAFTA countries based on Hofstede’s cultural dimensions. There were significant differences, but in some cases not in the direction expected. Gender differences are also explored, but there were few significant differences.

THE EFFECTS OF INDIVIDUAL CHARACTERISTICS ON ATTITUDE TO WHISTLE-BLOWER PROTECTION LAWS

組織における不正行為を正し, そして不正行為を抑止するために適切な内部告発が必要である. 「公益通報者保護法」の成立によって, 内部告発が行われやすくなると予測するが, 実際に内部告発行動をとるかどうかは, 内部告発に対する個人態度やその行動をとる場合予想されるさまざまな結果に基づく社会的・倫理的意思決定によって決められる. 本研究では, 内部告発者保護法に対する態度と個人特性との関係を調べ, 適切な内部告発を促進する教育の意義と方策について検討した.

Consideration of moral intensity in ethicality judgements: Its relationship with whistle-blowing and need-for-cognition

Within the theoretical framework of the moral intensity model of ethical decision making (Jones, 1991), two studies ascertained the contention that ethicality judgements are contingent upon the perceived intensity of the moral issue. In addition, Study 1 extended the validity of the moral intensity notion to whistle-blowing behaviour; Study 2 addressed the effect of the individual difference variable, need-for-cognition, on differential utilization of intensity dimensions in the ethical decision process. A scenario approach was used in both studies. Results have provided convergent support for the issue-contingency nature of ethical decisions. Study 1 also showed that felt empathy for potential victims predicted the likelihood of whistle-blowing behaviour, and that the perceived overall ethicality of a wrongdoing predicted felt empathy when potential victims are psychologically and physically close. Results of Study 2 further suggested a greater utilization of issue-relevant information by high need-for-cognition individuals in ethical decision making.

A Better Statutory Approach to Whistle-blowing

Abstract:Statutory approaches toward whistle-blowing currently appear to be based on the assumption that most observers of wrongdoing will report it unless deterred from doing so by fear of retaliation. Yet our review of research from studies of whistle-blowing behavior suggests that this assumption is unwarranted. We propose that an alternative legislative approach would prove more successful in encouraging valid whistle-blowing and describe a model for such legislation that would increase self-monitoring of ethical behavior by organizations, with obvious benefits to society at large.A defense contractor’s inspectors used improper calibration standards when inspecting missile parts and other military products, used noncertified inspectors when inspecting such products, and used employees without top-secret clearance to work on classified projects. This created potentially life-threatening products as well as potential compromises of military secrets.Quality-control officials on the Trans Alaska Pipeline were threatened with physical harm, demoted, and spied on in an effort to force them not to turn in negative reports or report problems. As a result, the likelihood of damaging oil spills due to improperly built and maintained equipment is heightened.A major corporation allegedly initiated an analysis of the cost savings that would result from circumventing or reducing compliance with health, safety and environmental standards. Two officers who objected to this noncompliance cost/benefit analysis were subsequently fired.