Whistle-Blowing: Myth and Reality

1996 ◽  
Vol 22 (3) ◽  
pp. 507-526 ◽  
Author(s):  
Janet P. Near ◽  
Marcia P. Miceli
Keyword(s):  
Organizational Behavior ◽  
Empirical Work ◽  
Whistle Blowing ◽  
Research Results ◽  
Interdisciplinary Perspective ◽  
Realistic View

In this article, we attempt to separate myth from reality by reviewing research results pertinent to two questions: are whistle-blowers really crackpots and do most of them suffer retaliation following their actions? Because scholars interested in these questions have come from several different fields, and because integration is lacking among their perspectives, myth is often perpetuated. We try to ameliorate this situation by exploring the phenomenon from a broad interdisciplinary perspective and by reviewing the findings of recent empirical work in the area. Providing a realistic view of the problem is critical at this juncture, as organizations struggle to find mechanisms to deal with whistle-blowers and as legislators attempt to find policies to encourage whistle-blowing, in order to control illegal organizational behavior.

scholarly journals Like ships passing in the night: toward a truly dyadic perspective on feedback dynamics

2018 ◽  
Vol 16 (4) ◽  
pp. 334-342 ◽  
Author(s):  
Frederik Anseel ◽  
Lien Vossaert ◽  
Elias Corneillie
Keyword(s):  
Organizational Behavior ◽  
Design Methodology ◽  
Systematic Approach ◽  
Empirical Work ◽  
Dynamic Processes ◽  
Management Research ◽  
Feedback Seeking ◽  
Dynamic Approach ◽  
Content Type ◽  
Feedback Interventions

Purpose This paper aims to extend the argument of DeNisi & Smith Sockbeson, who called to bridge the gap between feedback-seeking and feedback-giving research. The paper pushes their argument further by suggesting that future feedback research should systematically adopt a dyadic and dynamic approach to enhance the understanding of feedback episodes. Design/methodology/approach This paper reviews previous empirical work in the feedback domain and develops conceptual arguments for linking feedback-seeking and feedback intervention research. Findings Drawing upon previous work, the authors conclude that the current depiction of feedback processes in the literature might have been overly static and one-sided. Furthermore, it is argued that feedback research might have not kept up to date with recent conceptual and methodological developments in dyadic organizational behavior research. Research limitations/implications This paper builds on the argument of DeNisi & Smith Sockbeson, in turn contributing to a more complete picture of how feedback processes unfold in organizations. While this paper profiles a few studies that have begun to bridge the disconnect between feedback-seeking and feedback-giving research, one of its limitations is that it does not adopt a systematic approach in reviewing all potential methodologies. Originality/value This paper provides a first step toward studying feedback episodes as dyadic and dynamic processes. In doing so it helps solving one of the long-standing puzzles in management research namely why feedback interventions are sometimes detrimental to performance.

scholarly journals FAKTOR-FAKTOR YANG MEMPENGARUHI MINAT PEGAWAI NEGERI SIPIL (PNS) UNTUK MELAKUKAN TINDAKAN WHISTLE-BLOWING (STUDI PADA PNS BPK RI)

2018 ◽  
Vol 19 (2) ◽  
pp. 276-295
Author(s):  
Rizki Bagustianto ◽  
Nurkholis Nurkholis
Keyword(s):  
Theory Of Planned Behavior ◽  
Organizational Behavior ◽  
Planned Behavior ◽  
Selection Bias ◽  
Behavior Theory ◽  
Whistle Blowing ◽  
Personal Cost ◽  
Prosocial Organizational Behavior

Penelitian ini bertujuan untuk menguji pengaruh faktor sikap terhadap whistle-blowing, komitmen organisasi, personal cost, dan tingkat keseriusan kecurangan terhadap  minat whistle-blowing pegawai negeri sipil di lingkungan Badan Pemeriksa Keuangan Republik Indonesia (BPK RI). Data yang digunakan dalam penelitian merupakan data primer yang dikumpulkan melalui survei kuesioner secara online. Menggunakan sampel 107 orang pegawai BPK RI yang berasal dari 35 induk unit kerja yang berbeda, hasil penelitian menunjukkan bahwa tiga dari empat determinan secara signifikan berpengaruh terhadap minat whistle-blowing PNS BPK-RI. Ketiga determinan yang dimaksud adalah sikap terhadap whistle-blowing, komitmen organisasi, dan tingkat keseriusan kecurangan. Penelitian ini memberikan implikasi pada literatur dengan mengonfirmasi Teori Prosocial Organizational Behavior, Theory of Planned Behavior, dan konsep Komitmen Organisasi serta diharapkan dapat membantu pemerintah, khususnya BPK RI, dalam merancang strategi peningkatan minat whistle blowing pegawainya maupun dalam mendesain atau menyempurnakan whistle-blowing system pada institusinya. Hasil penelitian memiliki keterbatasan pada aspek generalisasi, selection bias dalam pengumpulan data, dan sensitifitas tema penelitian yang berpotensi menimbulkan bias dengan kondisi nyata. Melalui penelitian ini kami menyarankan peneliti berikutnya untuk mengeksplorasi determinan minat whistle-blowing lainnya, mendesain penelitian yang spesifik pada saluran dan bentuk whistle-blowing, menguji kembali konsistensi pengaruh variabel personal cost, menghindari metode pengumpulan data yang memunculkan selection bias, dan memperluas sampel.

The inverted U-shaped relationship between authentic leadership and unethical pro-organizational behavior

2020 ◽  
Vol 48 (11) ◽  
pp. 1-11
Author(s):  
Chenchen Niu ◽  
Fu Liang ◽  
Xiangxiang Meng ◽  
Yao Ocean Liu
Keyword(s):  
Sustainable Development ◽  
Organizational Behavior ◽  
Leadership Style ◽  
Organizational Identification ◽  
Unethical Behavior ◽  
Authentic Leadership ◽  
Moral Identity ◽  
The Sustainable Development ◽  
Research Results ◽  
The Relationship

We conducted a survey to examine the influence of authentic leadership on employees' unethical pro-organizational behavior, basing our research on the theory of organizational identification. Participants were 229 employees of four firms in China. The results show that authentic leadership and employees' unethical pro-organizational behavior had an inverted U-shaped relationship, and that the relationship was mediated by organizational identification. Additionally, moral identity moderated the relationship between authentic leadership and employees' unethical pro-organizational behavior. The research results provide suggestions for reducing employees' pro-organizational unethical behavior by changing the leadership style supervisors use, thereby promoting the sustainable development of the company.

Social measures and disruptive innovations in entrepreneurship education to cope with COVID-19

2021 ◽  
Vol 8 (1) ◽  
pp. 70-80
Author(s):  
Ileana Hamburg
Keyword(s):  
Entrepreneurship Education ◽  
Education And Training ◽  
Research Results ◽  
European Project ◽  
Entrepreneurial Skills ◽  
Interdisciplinary Perspective ◽  
Disruptive Innovations ◽  
And Training ◽  
Forward Looking

Entrepreneurship education (EE) can increase students’ entrepreneurial skills and intention but research results and experience show that entrepreneurship education still pursues conservative models, rather than forward-looking ones. The COVID-19 pandemic influenced all types and levels of education and training including entrepreneurship one. The article suggests several measures to be taken, also social ones, as a result of COVID-19 and how entrepreneurship education can be improved in order to support innovations and to be available for all. Advantages of an interdisciplinary perspective in EE and of mentoring as well as contribution of disruptive innovations at EE improvement are presented. An example of a European project in this context with contribution of the author and conclusions are given.

Public Service Motivation and Decisions to Report Wrongdoing in U.S. Federal Agencies: Is This Relationship Mediated by the Seriousness of the Wrongdoing

2016 ◽  
Vol 47 (7) ◽  
pp. 810-825 ◽  
Author(s):  
James Gerard Caillier
Keyword(s):  
Organizational Behavior ◽  
Public Service ◽  
Public Service Motivation ◽  
Federal Agencies ◽  
Whistle Blowing ◽  
The Public ◽  
To Come ◽  
The Relationship ◽  
Positive Effect ◽  
Prosocial Organizational Behavior

Scholars have argued that whistle-blowing is consistent with public service motivation (PSM), given that whistle-blowing is a form of self-sacrifice and concern for the public interest. Such a connection is also consistent with the Prosocial Organizational Behavior (POB) Model. However, only one article was found that examined the direct association between PSM and whether or not employees reported unlawful acts. Furthermore, no article was found to explore the relationship between PSM, whistle-blowing, and seriousness of wrongdoing—an important intervening factor that influences decisions to report. This is surprising because whistle-blowers can prevent detrimental harm to individuals and society and yet we still know little about the internal motives that cause them to come forward. Consequently, the connection between PSM and whistle-blowing was investigated further in this article. Consistent with the POB Model, PSM was positively associated with whistle-blowing generally, as well as internal and external whistle-blowing. Seriousness of wrongdoing was also found to have a positive effect on whistle-blowing. Furthermore, seriousness of wrongdoing was found to moderate the relationship between PSM and only internal whistle-blowing. The implications of the findings are discussed in the article.

scholarly journals Attitudes towards Whistleblowers, Organizational Commitment, Ethical Climate Principles, and Self-Efficacy as Determinants of Fraud Disclosures

2018 ◽  
Vol 8 (1) ◽  
pp. 25
Author(s):  
Nur Hayati ◽  
Putri Wulanditya
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Social Action ◽  
Research Methodology ◽  
Ethical Climate ◽  
External Factors ◽  
Whistle Blowing ◽  
Social Organizational ◽  
Internal And External Factors ◽  
Research Show

Whistle-blowing is one of pro-social action done by organization members to give directions, procedures, or policies that have corrective impact on the organizations. The brave action to disclose fraud is determined by internal and external factors of individuals. This research is conducted to test factors that infl uence people to conduct whistleblowing, such as attitudes towards whistleblowers, ethical climate-principles, organization commitment, and self-effi cacy. This research also has objective to test the applications of Theory of Planned Behavior (TPB) and Pro-social Organizational Behavior (POB) particularly related to fraud. The research methodology is conducted using questionaire and analyzed using Multiple Regression. Results of the research show that attitudes towards whistleblowers, ethical climate principles, organizational commitments, and self-effi cacy have a signifi cant effect on the intention to conduct whistle-blowing.

The willing successor: an exploration of grit and situational cues in family firms

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michele N. Medina-Craven ◽  
Emily Garrigues Marett ◽  
Sara E. Davis
Keyword(s):  
Organizational Behavior ◽  
Family Firms ◽  
Empirical Work ◽  
Family Firm ◽  
Two Dimensions ◽  
Content Type ◽  
Individual Level ◽  
Situational Cues ◽  
The Family ◽  
Succession Process

PurposeThis conceptual paper explores how the activation of the individual-level trait grit can explain variance in successor willingness to take over leadership of the family firm.Design/methodology/approachDrawing from trait activation and situation strength theories, the authors develop a framework to examine the interactions of the two dimensions of grit (passion and perseverance) on the successor's willingness to take control of the family firm.FindingsThe authors identify how the grit dimensions would interact with the situational cues present during the succession process to predict the successor's willingness to take control of the family firm and offer testable propositions to guide future empirical work.Originality/valueThe authors help to address the growing need for additional microfoundational family firm research by drawing insights from organizational behavior theories and personality research and apply them to the family firm succession process.

Principals' Views on Stigma Tendency

2016 ◽  
pp. 95-111
Author(s):  
Halime Güngör
Keyword(s):  
Health Status ◽  
Organizational Behavior ◽  
Research Methods ◽  
Quantitative Research ◽  
School Principals ◽  
Quantitative Research Methods ◽  
Research Results ◽  
Or Groups

Stigma takes place as a concept in the literature that affects individuals' lives negatively as well as can disrupt chemistry of organization and inhibit organizational behavior. Stigma is a concept that ostracizing individuals or groups because of their features that are not accepted by society and restricted their life on all areas. Studies on stigma have been increased during twenty years. Although school principals play the lock role and the most affecting actor in positively or negatively to school, studies on principals' stigma tendency are extremely limited. Stigma tendencies of principals' can affect chemistry of organization much more than stigma tendencies of teachers. The purpose of the study is to determine stigma tendencies of principals' by using quantitative research methods. According to research results; principals' stigma tendencies are significantly different according to seniority, level of religious feelings and health status.

scholarly journals FAKTOR-FAKTOR YANG MEMPENGARUHI MINAT PENGELOLA KEUANGAN MELAKUKAN TINDAKAN WHISTLE –BLOWING (Studi Kasus Pada Universitas Bengkulu)

2019 ◽  
Vol 8 (1) ◽  
pp. 41-54
Author(s):  
Dewi Sutrisni ◽  
Isma Coryanata
Keyword(s):  
Organizational Commitment ◽  
Data Processing ◽  
Primary Data ◽  
Survey Method ◽  
Whistle Blowing ◽  
Research Results ◽  
Personal Cost ◽  
First Case ◽  
Positive Effect

This study aims to examine the influence of attitude factors on whistle-blowing, organizational commitment, personal cost, the degree of seriousness of fraud and the pressure of obedience to the interest of financial managers performing whistle-blowing action on the financial manager of Bengkulu University. The data used in this study is the primary data collected through survey method by distributing 106 questionnaires to the financial manager in Bengkulu University units. Questionnaires were made using two different cases resulting in different data processing results in each case. The results showed that in the first case only the attitude toward whistle-blowing that positively affect the interest of financial managers doing whistle-blowing action and 4 other variables have no effect. In the second case, the attitude toward whistle-blowing and the pressure of obedience have a positive effect on the interest of the financial managers perform whistle-blowing action while the organizational commitment variable, personal cost, the seriousness of the fraud does not affect the financial manager's interest in doing the whistle-blowing action. Discussions of the implications of the research results and their limitations have also been made.Key words: whistle-blowing, organizational commitment, personal cost, level of fraud seriousness, pressure of obedience

Integrity: a systemic philosophico-economic abstraction

Kybernetes ◽  
2015 ◽  
Vol 44 (3) ◽  
pp. 368-383 ◽  
Author(s):  
Masudul Choudhury
Keyword(s):  
Organizational Behavior ◽  
Behavioral Finance ◽  
Philosophy Of Mind ◽  
Social System ◽  
Empirical Work ◽  
Moral Law ◽  
Content Type ◽  
Ethical Finance ◽  
Original Field ◽  
Game Theoretic

Purpose – A brief critical review of the existing literature on the topic of integrity opens up the scope for a detailed approach to the meaning of social integrity, or integrity in its social relational sense. The tenor of explanation of this concept is then taken up as a subspace of the meaning of the supreme good and therein the concept of goodness. The paper aims to discuss these issues. Design/methodology/approach – All such concepts are studied in the relational sense of epistemic origin of values. Such ethical values arise from the epistemic ontology of the moral law. They are contrasted with the contrary meanings under the episteme of rationalism. Findings – Rationalism as philosophy of mind and matter devoid of a substantive acceptance of the divinely inspired functional ontology of the moral law is also critically and formally studied. Research limitations/implications – More empirical work needed and which indeed can be done both statistically as well as by quantitative mathematical models. The scope for this extension remains wide open in the paper. Practical implications – The paper presents an immense import in the study of cognitive economics, behavioral finance, and decision making in the area of ethical finance and organizational behavior as a conscious institution. An example is provided. Many more areas are indicated. Altogether a vast scope of conception and applications in the area of endogenous ethics and socio-scientific field remains open. Originality/value – The paper is truly original crossing the boundaries of social cybernetics and systems into mathematical algorithmic treatment exemplified by a game-theoretic example of the imminent place of the meanings of the good, goodness, and the trait of integrity in social behavior. All these are together embedded in the study of embedded social system and cybernetic study. This is a foundationally original field of research investigation playing out its analytical part in the study of social system and cybernetic.

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