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Turkey is required by the international and EU instruments and domestic law to address the issue of whistle-blowing and the protection of whistle-blowers. The purpose of this paper is to analyse Turkish legislation which is applicable to work-related whistle-blowing, the conflict between the worker’s right to “blow the whistle” and the obligation to loyalty and confidentiality. The consequences of groundless or deliberate false disclosures are considered. Comparisons are made with international conventions, the COE Recommendation CM/Rec(2014)7 and the Proposed EU Directive on the Protection of Whistleblowers and ECtHR precedents.

In the first part, this paper reviews the definition of whistle-blowing and whistle-blower. The second part outlines the impact of international and EU Law on Turkish legislation. The third part reviews the Turkish legal framework applicable to whistle-blowing.

Whistle-blowing in the public interest is suggested as a tool to combat corruption worldwide. There is no doubt that some whistle-blowers have been beneficial to society. However without democratic structures to take into account the assessment of the quality of the information, the type of the disclosure and the category of the reporting person, there are downsides to excessive whistle-blowing. Therefore, whistle-blowing should be discussed in the context of democratic societies, and a balanced approach should be adopted to ensure the position of not only whistle-blowers but also the people affected by the reports.

The paper offers new insights into the limits of work-related whistle-blowing within the context of freedom of expression and the right of employees and public officials to petition. The protection of whistle-blowers and the consequences of groundless or deliberate false disclosures under Turkish Law from a comparative perspective are considered.

The purpose of this paper is to provide an overview of evolving developments in international, regional and EU law including the UK and Turkish jurisdictions for the liability of corporate businesses for modern forms of exploitative labour practices described as the modern forms of slavery.

In the first part, this paper outlines international, regional and EU instruments, UK and Turkish jurisdictions in relation to modern forms of slavery. The second part reviews legal frameworks for corporate liability for modern forms of slavery.

Slavery, slavery-like practices or some other exploitative practices are prohibited by numerous international law instruments starting from 1904. Apart from old forms of defined exploitative practices, multiple relevant current exploitative practices, called contemporary or modern forms of slavery exist all over the world. Under various international or regional conventions signatory States have been held responsible for exploitative practices by the international or regional courts or supervisory bodies, yet businesses were largely overlooked as a participating partner in the global movement to eradicate modern forms of slavery. For many years, multi-national businesses have engaged with various voluntary international corporate social responsibility initiatives in response to demands to operate in a socially responsible manner. There is a growing global recognition of the role corporate businesses can and should play in tackling crime and exploitative practices. A number of initiatives at the international and EU level and the introduction of the California Transparency in Supply Chains Act, (2010 – effective from 2012), the UK Modern Slavery Act 2015, the French Act on Due Diligence of Corporations and Main Contractors 2017 (loi sur le devoir de vigilance), the Australian Commonwealth Modern Slavery Act 2018, the Dutch Child Labour Due Diligence Act 2019, (which is due to come into effect in mid-2022), reflect this recognition.

This paper argues that it is important for companies to use available tools, participate in joint initiatives and advocate for binding international and regional instruments and effective national legislation and action – all aimed at ending business involvement in modern forms of slavery.

The purpose of this paper is to develop a validated food safety whistle-blowing scale and examine how training influences food handlers’ whistle-blowing, the mediating roles of job satisfaction and food safety self-efficacy and the moderating roles of organization type and gender.

A sample of 734 food handlers from the food service industry and 306 food handlers from the food processing industry were recruited. A two-step psychometric process was conducted to validate the scale, and a moderated mediation model was used to examine the mechanisms through which food safety training influences whistle-blowing.

The results showed that job satisfaction and self-efficacy fully mediated the relationship between training and whistle-blowing. Organization type moderated the first step of the two indirect paths and gender moderated the second step, thereby supporting the mediated-moderated model.

The results indicate the influence of food safety training programs on whistle-blowing behaviors and suggest other methods of enhancing employee whistle-blowing through human resource management.

A validated scale is lacking to measure whistle-blowing in the food safety context, and little research has examined the influence of human resource practices on whistle-blowing. This study provides meaningful insights for researchers by developing and validating food safety the whistle-blowing scale, connecting training with whistle-blowing, and provides useful information for practitioners by offering the methods of enhancing whistleblowing in both the food processing and food service industry.

The purpose of this paper is to examine the influence of organisational commitment (OC) and corporate ethical values (CEV) on the whistle-blowing intentions of non-public accountants in Barbados.

The study uses a sample of 236 self-administered questionnaires from non-public accountants working in corporate organisations.

OC and CEV significantly influence internal and external whistle-blowing intentions. Non-public accountants with high OC, who also operate in organisations with strong perceived CEV, are more likely to exhibit high internal whistle-blowing intentions and low external whistle-blowing intentions. Non-public accountants with high perceived personal costs, low OC and a low degree of trust and confidence in the reporting systems, cite a general reluctance to whistle-blow internally and externally.

The findings may not be generalisable to other professions. In addition, it utilises a quantitative survey method, which does not allow for further investigation of non-public accountants’ perceptions and feelings.

The study can assist firms in developing effective whistle-blowing mechanisms. The findings show the importance of high OC, strong CEV and reduced personal costs in a whistle-blowing framework.

This study provides evidence of the influence of OC and CEV on whistle-blowing among members of the accounting profession in an emerging economy. The study also provides a whistle-blowing matrix and discusses the unique social and cultural factors influencing the whistle-blowing process in Barbados.

The purpose of this study is to show how senior management can create work environments conducive to ethical behavior in organizations through the use of sales managers’ professionalism and professional identification. The study also aims to demonstrate the influence of professional identification in occupations other than those requiring certification.

This study conceptualizes and tests a model using data collected from a survey panel of 350 sales managers. To test the hypotheses, this study makes use of covariance structured analysis.

The results demonstrate the importance of developing sales managers’ professionalism as an antecedent to professional identification. The findings also show professional identification positively affects professional ethical values, work-related norms and occupational commitment. This study finds that work-related norms moderate the relationship between professional ethical values and ethical intentions and directly and positively influence ethical intentions.

This study used a panel sampling technique and these findings cannot be generalized to other populations. This study recommends that this study is replicated not only with sales managers but also with other categories of marketers. This study also highlights that more work using methods such as longitudinal panel data and experimentation is required to validate the current findings.

The findings are of particular interest to senior managers and managers of professional associations, as well as other sales practitioners. Because ethical intentions are affected by work-related norms and from an interaction between work-related norms and professional ethical values, senior managers need to ensure both the work activities in which their staff are involved and the professional ethical values of their employees contribute to appropriate ethical intentions.

This study introduces professional identification into the sales ethics literature and theorize relationships among the professionalism of sales managers and their professional identification, work-related norms, professional ethical values, occupational commitment and ethical intentions. This study empirically measures the professionalism of sales managers.

Whistle-blowing, which has become an integral part of the post-publication peer-review movement, is being fortified by social media. Anonymous commenting on blogs as well as Tweets about suspicions of academic misconduct can spread quickly on social media sites like Twitter. The purpose of this paper is to examine two cases to expand the discussion about how complex post-publication peer review is and to contextualize the use of social media within this movement.

This paper examines a Twitter-based exchange between an established pseudonymous blogger and science critic, Neuroskeptic, and Elizabeth Wager, the former COPE Chair, within a wider discussion of the use of social media in post-publication peer review. The paper also discusses false claims made on Twitter by another science watchdog, Leonid Schneider. The policies of 15 publishers related to anonymous or pseudonymous whistle-blowing are examined.

Four issues in the Neuroskeptic–Wager case were debated: the solicitation by Wager to publish in RIPR; the use of commercial software by Neuroskeptic to make anonymous reports to journals; the links between “publication ethics” leaders and whistle-blowers or pseudonymous identities; the issues of transparency and possible hidden conflicts of interest. Only one publisher (Wiley) out of 15 scientific publishers examined claimed in its official ethical guidelines that anonymous reports should be investigated in the same way as named reports, while three publishers (Inderscience, PLOS and Springer Nature) referred to the COPE guidelines.

No such Twitter-based case has yet been examined in detail in the publishing ethics literature.

Despite the number of studies on employee voice much remains unknown regarding the mediating role of employee voice in the link between entrepreneur’s paternalistic leadership style and creativity. Therefore, the purpose of this paper is to examine the influence of authoritarian, benevolent and moral leadership on creativity via employee voice.

The study utilized structured equation modeling to evaluate the data from 387 highly skilled employees in Republic of Korea.

The findings suggested that authoritarian leadership style reduces employee voice which in turn impacts on creativity and moral leadership facilitates creativity via employee voice.

The study is the first to discover the mediating role of employee voice on the association between authoritarian, moral leadership and creativity.

The purpose of this paper is to explore the relationship between public management reform and ethics management in the South African public service. A case study, the Department of Correctional Services, is used to illustrate the impact of reforms. The paper sets the foundation for further research and debate on the topic.

The paper is placed within the current theoretical discourse of corruption and its prevention. It is mainly the product of a literature review on the most recent publications on corruption and its prevention, as well as a survey of South African statutory and government publications and reports. With regard to the empirical research, a combination of qualitative and quantitative research approaches is used.

The paper is exploratory in nature. It sets the scene for further empirical research to determine the causal relationship between public management reform and ethics management in developing states. The haphazard implementation of management reform could lead to weaknesses in the management of ethics within the public service.

In addition to the evaluation of literature and a description of the most recent theoretical work on corruption, this paper aims to engage in substantial empirical research. This component of the research project, however, is at its initial stage.

The paper provides a starting point for debate on ethics management within developing states. Developing states, in particular, are subject to the negative consequences of corruption. It is argued that public management reform should be approached with caution, as it could have adverse consequences for the management of ethics.

This paper describes ethics management in the South African public service within the international discourse of public management reform. It explores the relationship between ethics management and the public management reform agenda, specifically within a context of developing states.

The purpose of this paper is to examine the nature of relationship between ethical leadership and employee voice behavior. Study of employee voice behavior is important, because leaders in organizations make numerous decisions based on employees’ work-related inputs which do influence the decision quality and team performance.

Survey data were collected through structured questionnaire from Indian organizations. Data were analysed through statistical techniques such as confirmatory factor analysis and structural equation modeling.

The findings showed that ethical leadership did impact the employee voice in a positive and significant but moderate manner. The study also found no significant differences in ethical leadership and voice behavior across demographic variables such as gender, age, educational qualification and job level in the Indian context.

The study is conducted using single cross-sectional research design, and for better causal inferences of the relationship between various variables, future research studies may be conducted with longitudinal research design, multiple data sources and variety of industries with large sample size.

With erosion of ethical values and corporate scandals, managers need to develop and display ethical leadership as employees emulate their leaders’ ethical behavior because ethical leadership, or its perception, relates positively and significantly to employee voice behavior.

There is less study to understand ethical leadership and its influence on voice behavior in developing countries, especially in India. Ethical leadership behavior encourages employees to voice their work-related constructive opinions and concerns for improved decision-making and reduced unethical practices. Also, there is scarcity of research that explores the impact of demographic variables and this study is an effort to understand this gap.