Employee perceptions regarding whistle-blowing in the workplace: A South African perspective

Perks, Sandra; Smith, E.E.

doi:10.4102/sajhrm.v6i2.159

Cited by 17 publications

(13 citation statements)

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“…A lot of cross-cultural empirical studies use Hofstede’s culture dimensions’ theory (Hofstede, 1980, 2001, 2016) provides a framework to describe the effect of a society’s culture on the values of its members, and how these values relate to behaviors. Many scholars indicate that the people in group-oriented collectivist cultures may be more critical of illegal, immoral, or illegitimate practices if these practices represent potential threats to the collective (Ermasova et al, 2017; Hwang et al, 2014; Lim, 2001; Mujtaba, Tajaddini and Chen, 2011; Patel, 2003, Perks and Smith, 2008). According to Hwang et al (2014), individuals in group-oriented collectivist cultures may be less likely to engage in whistleblowing activities.…”

Section: Theoretical Foundationmentioning

confidence: 99%

Cross-cultural issues in business ethics: A review and research agenda

Ermasova

2021

Int'l Jnl of Cross Cultural Management

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This paper reports a systematic literature review of articles published over the past 35 years on cross-cultural issues in business ethics. A screening process resulted in a final sample of 306 papers in 26 double-blind reviewed journals with an impact factor score of at least 1.0 in the field. This study uses citation analysis, systematic literature review method, and knowledge-stock analysis. This study highlights the findings from prior studies, compares and contrasts salient characteristics and provides directions for future research. This study identifies important gaps between the literature and the challenges of cross-cultural issues in business ethics. These gaps include lack of conceptual articles, multi-countries level analysis, and deficiency of comparison analysis between developed and developing countries. This article proposes to apply virtue ethics and model of cultural sense-making as some analytical frameworks in the field of cross-cultural issues in business ethics. This review of the literature could provide managers with a longitudinal perspective on how the institutional environment and national culture affect business ethics perception of employees. This paper contributes to the cross-cultural literature on ethical attitudes, helps us better understand cross-cultural differences in business ethics, and provides directions for further research.

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Section: Theoretical Foundationmentioning

confidence: 99%

Cross-cultural issues in business ethics: A review and research agenda

Ermasova

2021

Int'l Jnl of Cross Cultural Management

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“…The present study has considered organizational factors like organizational climate (Rothschild and Miethe, 1999; Ahmad, 2011; Said et al , 2017; Zhang et al , 2009), type of organization (Miceli and Near, 2013; Massengill and Petersen, 1989; Kohn and Kohn, 1986; Hames, 1988 cited in Barnett et al , 1993) and presence of the hotline in the organization (Camerer, 2007; Auriacombe, 2007; Barker and Dawood, 2004; Ravishankar, 2002; Perks and Smith, 2007; Hooks, 1994; Elliston, 1985; Walter, 1995; Winfield, 1994).…”

Section: Whistleblowing Intentionsmentioning

confidence: 99%

Retaliatory effect on whistle blowing intentions: a study of Indian employees

Kanojia

Sachdeva

Sharma

2020

JFC

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Purpose This paper attempts to find the essence of whistleblowing in organizational structures, to reflect on whistleblowing mechanism and the perception of whistleblowing in the working class of a country. Whistleblowing is exhibited as one of the quintessential elements of corporate governance to prevent or detect inundating corporate frauds. This study examines the whistleblowing intentions and its precursors with the knowledge of repercussions, in context of Indian employees. Design/methodology/approach Primary data has been analysed herein using a structured questionnaire from 396 Indian employees of public and private sector companies of India using, multiple regression analysis. Findings It provides evidence that personal factors like organizational commitment, locus of control impact whistleblowing intentions vary by the type of fraud the employee encounters. The study presents a case for variation of considerable extent in non-financial fraud and financial fraud. Further, the kind of organization the employee is working in is an essential antecedent for whistleblowing behaviour of an employee. It highlights higher the perceived power or status held by the wrongdoer; higher would be an employee’s intentions to blow the whistle against him. Practical implications It would help managers in developing an environment which would encourage the employees by creating a self-check mechanism in the organization for improved conduct and better corporate governance. The shreds of evidence show that locus of control plays a vital role in moderating the impact of other antecedents on whistleblowing intentions of the employees. Originality/value Organization’s expectation from the employees to blow the whistle against wrong doing also makes the organization responsible for protecting the employee from the retaliation, which could follow after the act of whistleblowing. Also, prompts for imbibing ethical conduct throughout the organizational hierarchy.

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“…Data gathered was in the form of questionnaires and was captured onto a computer software program for the purpose of confidence, quality and control. For the purposes of testing the research hypotheses, the returned questionnaires were inspected to determine their level of acceptability (Perks & Smith, 2008). They were coded.…”

Section: Discussionmentioning

confidence: 99%