Organizational culture and intentions towards types of whistleblowing: the case of Turkey and Ethiopia

Abstract

Purpose-Whistleblowing, is one of the rarely studied topics in non-western cultures, and none in Ethiopia. Hence, this study explores whistleblowing and the contribution of organizational culture (OC) types on different modes of whistleblowing intentions in Ethiopia along with cross-cultural comparison of the theoretical model in Turkey. Methodology-Totally 528 employees (Ethiopia, N=274 and Turkey, N=254) were selected as participants. Four organizational culture types and six dimensions of whistleblowing are measured using a multidimensional questionnaire with five-point interval scale. Findings-Analyses revealed that hierarchical culture significantly and positively contributed to external, anonymous, and formal whistleblowing. Alternatively, clan culture had significant positive contribution to internal and informal whistleblowing, and negative contribution to external whistleblowing. However, there were significant variations in terms of nationality. Conclusion-The dominant values and beliefs embedded within the culture of an organization tend to predict the most likely preferred and accepted methods of whistleblowing in that particular organization.

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“…This is a serious problem and for this reason, the management should be aware that when medical staff decide reporting nonconformities and errors, they may face dilemmas about who and how to report their comments and claims. Moreover, the lack of sense of safety and a fear of retaliation, and the lack of feedback may affect the quality and completeness of the report (Vozir & Yurtkoru, 2017, Hardavella et al, 2017. Not very positive impression comes from the fact that only 88% of respondents (P16) agree and strongly agree that violating safety rules is immediately disciplined by superiors, which means there are cases of lack of management commitment and response, whereas managers' response in this respect is regarded as an important determinant of PSC (Alzahrani et al, 2019).…”

“…al., 2019), teamwork(Rosen at al., 2018). The very important seems to be the fear of punishment and of being denounced by other employees(Stergiopoulos, 2016;Vozir & Yurtkoru, 2017). Therefore persons reporting errors have to be protected against any action brought against them…”

Whistleblowing in the travel industry: A research in the context of idealism and affective commitment

“…Generally, this practice is seen as less favourable (Jeon, 2017) due to negative consequences for both employees (Chiu, 2003;Chen & Lai, 2014;Park & Lewis, 2018;Kearns, 2022) and organizations (Keenan, 1990;Barnett et al, 1993;Benson & Ross, 1998;Rhodes & Strain, 2004;Meriç & Elden, 2019, Puni & Hilton, 2020. Studies conducted in this context indicate a negative view of external whistleblowing (Park et al, 2008;Oktem & Shahbazi, 2012;Nayir & Herzig, 2012;Gökçe, 2013a;Elçı et al, 2016;Erturk & Donmez, 2016;Karatuna et al, 2016;Wozir & Yurtkoru, 2017;Nayır et al, 2018, Bocchiola, 2020. Furthermore, in Turkey, a cultural framework restricts the disclosure of negative aspects within families or groups to the public (Çiftçi, 2017).…”

“…External whistleblowing is preferred due to the Turkish society's sceptical stance towards it. Previous research shows that when confronted with unethical activities within organizations, Turkish society tends to discourage external whistleblowing (Park et al, 2008;Oktem & Shahbazi, 2012;Erturk & Donmez, 2016;Wozir & Yurtkoru, 2017;Nayır et al, 2018). Hence, among Turkish travel agency employees, external whistleblowing might not be viewed as pro-social behaviour (Sims & Keenan, 1998).…”

Recompensar la denuncia: apuntes para una política pública informada

“…En el contexto europeo, el acto de la denuncia tiene connotaciones altamente negativas, relacionadas tanto con el nazismo, como con el comunismo, por lo cual varios autores (Garrido Juncal, 2019;Hennequin, 2020;Nyreröd y Spagnolo, 2018;Schmidt, 2005) cuestionan la efectividad de la denuncia en sí, ya no digamos la posibilidad de cobrar por esta. En el otro sentido, se han analizado distintas características de culturas no occidentales, comunitarias más que individualistas, en las que la lealtad hacia el grupo, la importancia de relaciones afectivas o jerárquicas, también influye como un inhibidor de la intención de denuncia (Wozir y Yurtkoru, 2017;Hwang, Stanley, Chen y Lan, 2008). Para el contexto latinoamericano es interesante el análisis de la cultura de Brasil como adversa a la denuncia, realizado por Dutra y Sobral (2013).…”