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1 – 10 of 97This study aims to delve into the complex relationship between whistleblowing and mental health. It explores the various psychological burdens and costs associated with reporting…
Abstract
Purpose
This study aims to delve into the complex relationship between whistleblowing and mental health. It explores the various psychological burdens and costs associated with reporting wrongdoing, and the factors that exacerbate these burdens.
Design/methodology/approach
A collation of experiences and shared observations drawn from working with many whistleblowers across several industries.
Findings
The damage done, by the wrongdoers who retaliate against heroes of integrity (aka, whistleblowers), in most cases, destroys the lives and mental health of the person who does their civic, moral or legal duty, to address the illegalities they found. The State does not protect those who protect the State from harm done to the State. In the UK, the State, by its lack of support, further damages heroes of integrity, and witnessing that may encourage future potential whistleblowers to stay silent, thus encouraging more wrongdoing, which harms the State.
Research limitations/implications
The pattern of attacks on whistleblowers by wrongdoers is highly predictable, as are the mental health consequences that follow. More research is needed to identify the causal chain that directly links the pattern of whistleblower retaliation to the devastating mental health harm that follows.
Practical implications
The mental health and reputational harm done to whistleblowers by the retaliation they suffer, in the vast majority of cases, both removes them from making a contribution to the economy and renders them dependent on the State, for life. The harm done to whistleblowers by the wrongdoers, with no viable means of legal redress being available for whistleblowers, sends a chilling signal to anyone who would seek to expose organisational wrongdoing.
Social implications
If a society asks its citizens to comply with the law and imposes a moral, ethical and even legal duty on its citizens to address any wrongdoing they witness and yet does not protect those citizens from retaliation by the wrongdoers, then that society cannot expect citizens to do the right thing. That is evidenced by the fact that most people choose silent complicity when they encounter wrongdoing.
Originality/value
Until whistleblowing law protects right-doers from wrongdoers, those who are contemplating protecting society from organisational crimes would be well advised to join the vast ranks of the silently complicit rather than have their lives destroyed.
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Fred Kwasi Anokye, Samuel Nana Yaw Simpson, Godfred Mathew Yaw Owusu and Teddy Ossei Kwakye
The purpose of this paper is to investigate the whistleblowing intentions of external auditors and the factors that influence their intentions.
Abstract
Purpose
The purpose of this paper is to investigate the whistleblowing intentions of external auditors and the factors that influence their intentions.
Design/methodology/approach
Using the survey methodology, data was collected from 339 external auditors from licensed private audit firms. The partial least squares structural equation modelling technique was used to analyse the data.
Findings
The results indicate that external auditors have a greater propensity to blow the whistle on wrongdoings and they prefer to report wrongdoings using internal channels than external channels. The study further found uncertainty avoidance, masculinity and long-term orientation to be good predictors of whistleblowing intentions.
Practical implications
The findings have practical implications for human resource practitioners who seek to foster job synergy and encourage the reporting of wrongdoings. Also, it has useful implications for policymakers who seek to enhance whistleblowing activities.
Originality/value
Theoretically, this study is among the first to provide empirical support for the applicability of Hofstede’s cultural dimensions theory at the individual level within the whistleblowing discourse from an African perspective.
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Once established, a strong reputation is not indestructible. To protect this intangible asset, the process of reputation damage needs to be explained. Drawing on the…
Abstract
Purpose
Once established, a strong reputation is not indestructible. To protect this intangible asset, the process of reputation damage needs to be explained. Drawing on the irresponsibility and crisis communication literature, this study seeks to better understand this process. Specifically, this study aims to show how moral anger and distrust mediate the relationship between the awareness of an irresponsible incident and organisational reputation.
Design/methodology/approach
This study examined the proposed conceptual model in the empirical context of retailers bending the law. A large survey (n = 991) on consumer responses to retailers’ misbehaviour was used to collect data. The hypotheses were tested using Hayes’ PROCESS macro.
Findings
The study revealed that the mere awareness of corporate misbehaviour is not enough to directly harm accumulated positive information about a firm. Discrete emotions of moral anger and distrust fully mediate the effects of knowledge about wrongdoing. The irresponsibility appraisal is a moderator of this process that substantially changes the impacts of misbehaviour on organisational reputation.
Originality/value
By demonstrating how moral anger and distrust mediate the effects of misbehaviour awareness and identifying a boundary condition, this study advances our understanding of how corporate wrongdoing affects organisational reputation.
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Paulina Arroyo and Nadia Smaili
For more than four decades, scholars from diverse disciplines and countries have been interested in the act of whistleblowing. To battle financial fraud, financial regulators have…
Abstract
Purpose
For more than four decades, scholars from diverse disciplines and countries have been interested in the act of whistleblowing. To battle financial fraud, financial regulators have been developing whistleblowing programs to motivate and protect whistleblowers, i.e. those who sound the alarm after witnessing an illegal act in their organization. The purpose of this article is to review five historical phases of whistleblowing research. The authors analyze the themes covered by whistleblowing studies conducted over the past 50 years and draw a snapshot of the evolution of whistleblowing research.
Design/methodology/approach
The authors examine academic papers published between 1970 and 2022 and inventory the disciplines involved in the literature and changes in the definition of whistleblowing.
Findings
The findings show the progress made in academic research (especially for the accounting discipline) regarding whistleblowing. The themes covered by academic studies became progressively diverse. However, this broader scope limited the depth of analysis and the level of self-criticism in the academic research. All but a few articles fail to view whistleblowing in light of its actual level of complexity, and the rationale behind limiting the definition of whistleblowing can only increase this myopia. Although most academic studies have adopted Near and Miceli (1985) definition of whistleblowing, the literature has yet to reach a consensus. Indeed, the analysis shows that Near and Miceli’s (1985) definition of whistleblowing is incomplete and narrow by today’s standards, not to mention out of step with regulators’ needs.
Originality/value
The main contributions are offering a big picture of whistleblowing academic research's evolution and proposing a more complete and updated view of this act.
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Lisa Tam, Hyelim Lee and Jeong-Nam Kim
Although belief in conspiracy theories has been researched since the 1970s, specific research on conspiratorial thinking in the workplace is scarce. Conspiratorial thinking could…
Abstract
Purpose
Although belief in conspiracy theories has been researched since the 1970s, specific research on conspiratorial thinking in the workplace is scarce. Conspiratorial thinking could be fostered among employees in workplaces because of unequal power relations resulting from the organizational hierarchy. This study examines workplace conspiracy attribution (WCA) as employees’ attribution of problematic events in the workplace as being plotted by powerful actors within their organizations and tests its antecedents and consequences.
Design/methodology/approach
A survey dataset collected from employees in South Korea (N = 600) was used. This study tested three variables (i.e. two-way communication, employee–organization relationship quality, and perceived ethical orientation) as antecedent conditions of WCA and two outcome variables (i.e. turnover intention and whistleblowing potential) as consequences.
Findings
Perceived ethical orientation mediates the relationship between two-way communication and WCA. WCA was found to be positively associated with turnover intention and whistleblowing potential.
Originality/value
This study adopts a public relations lens to understand the significant roles of WCA in reducing turnover intention and whistleblowing potential. It expands existing knowledge of the significance of power and power disparities in organizations.
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Savita S. Rai and Navin Kumar Koodamara
This study aims to comprehensively analyse and synthesize existing studies that investigate the relationship between ethical leadership and organizational silence. This review…
Abstract
Purpose
This study aims to comprehensively analyse and synthesize existing studies that investigate the relationship between ethical leadership and organizational silence. This review also aims to provide a detailed understanding of the impact of ethical leadership on various dimensions of organizational silence.
Design/methodology/approach
This study uses a systematic review methodology, adhering to Preferred Reporting Items for Systematic Reviews and Meta-analysis guidelines, to explore the relationship between ethical leadership and organizational silence. Using the SCOPUS database, the search involved Boolean operators to narrow down relevant papers published in English between 2000 and 2023. Following a meticulous screening process, 10 papers were selected for review after removing duplicates and excluding non-English or irrelevant studies. The selected papers underwent a methodological quality assessment, ensuring focused research questions, precise subject selection methods, representative samples and reliable measurement instruments.
Findings
This study has led to two crucial findings. Firstly, the review has revealed that employees feel secure and motivated to share their opinions when leaders are ethical, which is essential from the perspective of organizational performance. Secondly, in a collectivist culture, employees generally do not express their views (prosocial silence) even though the leaders are ethical. However, in an individualistic culture, employees express their views and opinions on organizational matters even though leaders are ethical.
Research limitations/implications
This research has three research implications. Firstly, the papers on the relationship between ethical leadership and organizational silence followed quantitative approach. Besides, there is a dearth of qualitative studies. Therefore, qualitative studies are urgently needed to understand the true nature of this relationship. Secondly, the relationship between ethical leadership and organizational silence in existing literature is inconsistent. Several studies have reported a non-significant relationship between these two constructs, which requires further investigation. Thirdly, most existing literature on the relationship between ethical leadership and organizational silence is concentrated in the manufacturing sector. Therefore, it is necessary to test this model, even in the services or other sectors.
Originality/value
To the best of the authors’ knowledge, this is the first study to have reviewed the impact of ethical leadership on organizational silence. This review provides insights into how ethical leadership can mitigate silent behaviour. In addition, this review suggests future research directions pertaining to the relationship between ethical leadership and organizational silence.
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Munir A. Abbasi, Azlan Amran, Noor e Sahar and Chia Yon Lim
This study aims to investigate the effects of both internal and external corporate social irresponsibility (CSI) on organizational workplace deviant behaviours (OWDB) by using…
Abstract
Purpose
This study aims to investigate the effects of both internal and external corporate social irresponsibility (CSI) on organizational workplace deviant behaviours (OWDB) by using social cognitive theory. The study also explores the role of moral disengagement as a mediator in this relationship.
Design/methodology/approach
Data was collected from a sample of 321 individuals employed in the textile industry of Pakistan. The study used partial least square-structural equation modelling (PLS-SEM) to estimate the relationships within the model.
Findings
The findings indicate that both internal and external CSI have a positive impact on moral disengagement. Secondly, moral disengagement drives OWDB positively. Thirdly, moral disengagement is a significant mediator that mediates between both internal and external CSI and OWDB positively.
Practical implications
This research offers novel perspectives to organizational leaders, highlighting the significance of addressing CSI in conjunction with sustainability endeavours. It is imperative for business managers to prioritize the morality of their employees.
Originality/value
This study’s novelty lies in its confirmation of the mediating role of moral disengagement in the relationship between internal and external CSI and OWDB.
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Adrian Wilkinson, Michael Barry, Leah Hague, Amanda Biggs and Paula Brough
In recent years, in research and policy circles, there is growing interest in the subject of speaking up (and silence) within the health sector, and there is a consensus that it…
Abstract
Purpose
In recent years, in research and policy circles, there is growing interest in the subject of speaking up (and silence) within the health sector, and there is a consensus that it is a major issue that needs to be addressed. However, there remain gaps in our knowledge and while scholars talk of a voice system – that is the existence of complementary voice channels designed to allow employees to speak up – empirical evidence is limited. We seek to explore the notion of a voice system in a healthcare organisation as comprising structures and cultures as seen from different stakeholder perspectives. What do they see and how do they behave and why? To what extent do the users see a voice system they can access and easily navigate?
Design/methodology/approach
Interviews and focus groups were conducted with a voice stakeholder group (e.g. designers of the system from senior management and HR, which comprised 23 staff members) as well as those who have to use the system, with 13 managers and 26 employees from three units within a metropolitan hospital: an oncology department, an intensive care unit and a community health service. Overall, a total of 62 staff members participated and the data were analysed using grounded theory to identify key themes.
Findings
This study revealed that although a plethora of formal voice structures existed, these were not always visible or accessible to staff, leading to confusion as to who to speak up to about which issues. Equally other avenues which were not designated voice platforms were used by employees to get their voices heard.
Originality/value
This papers looks at the voice system across the organisation rather than examining a specific scheme. In doing so it enables us to see the lived perceptions and experiences of potential users of these schemes and their awareness of the system as a whole.
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Javad Pool, Saeed Akhlaghpour and Andrew Burton-Jones
Information systems (IS) research in general and health IS studies, in particular, are prone to a positivity bias – largely focusing on upside gains rather than the potential…
Abstract
Purpose
Information systems (IS) research in general and health IS studies, in particular, are prone to a positivity bias – largely focusing on upside gains rather than the potential misuse practices. This paper aims to explore failures in health IS use and shortcomings in data privacy and cybersecurity and to provide an explanatory model for health record misuse.
Design/methodology/approach
This research is based on four data sets that we collected through a longitudinal project studying digital health (implementation, use and evaluation), interviews with experts (cybersecurity and digital health) and healthcare stakeholders (health professionals and managers). We applied qualitative analysis to explain health records misuse from a sociotechnical perspective.
Findings
We propose a contextualized model of “health records misuse” with two overarching dimensions: data misfit and improper data processing. We explain sub-categories of data misfit: availability misfit, meaning misfit and place misfit, as well as sub-categories of improper data processing: improper interaction and improper use-related actions. Our findings demonstrate how health records misuse can emerge in sociotechnical health systems and impact health service delivery and patient safety.
Originality/value
Through contextualizing system misuse in healthcare, this research advances the understanding of ineffective use and failures in health data protection practices. Our proposed theoretical model provides explanations for unique patterns of IS misuse in healthcare, where data protection failures are consequential for healthcare organizations and patient safety.
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The present study seeks to examine the impact of ethical leadership on employees’ voice behavior and internal whistleblowing in organizations. Specifically, the study investigates…
Abstract
Purpose
The present study seeks to examine the impact of ethical leadership on employees’ voice behavior and internal whistleblowing in organizations. Specifically, the study investigates the mediating role of moral emotions in the link between ethical leadership and employees’ reporting behaviors such as voice behavior and internal whistleblowing.
Design/methodology/approach
This research utilized a sample of 200 employees from various private companies in Pakistan, gathering data via questionnaires to validate the hypotheses. We employed Structural Equation Modeling (SEM) to evaluate the model and conducted a mediation analysis using 5,000 bootstrap samples.
Findings
This research found that ethical leadership positively impacts employees' moral emotions, encouraging them to voice concerns and report misdeeds. Additionally, the study affirms a direct and positive connection between ethical leadership and employees' reporting behaviors, including voice behavior and internal whistleblowing.
Practical implications
The findings of the study emphasized the development of ethical leadership in organizations by highlighting the critical role of ethical leadership in enhancing moral emotions, voice behavior, and whistleblowing in organizations. It highlights the necessity of promoting moral behavior to enhance organizational effectiveness and the need for ethical leaders to foster an open environment in organizations that encourages whistle bellowing and reporting of unethical practices in organizations.
Originality/value
The current paper extends knowledge of ethical leadership based on the social cognitive theory of morality by considering that moral emotions serve as a strong motivational cognition between ethical leadership and reporting behaviors. Particularly, by examining the mediating role of moral emotion, this study provides a deeper understanding of the underlying mechanism through which ethical leadership influences reporting behaviors of employees at workplace.
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