Perceived organizational climate and whistleblowing intention in academic organizations: evidence from Selçuk University (Turkey)

Afe, Codjori Edwige Iko; Abodohoui, Alexis; Mebounou, T. Guy Crescent; Karuranga, Égide

doi:10.1007/s40821-018-0110-3

Cited by 11 publications

(8 citation statements)

References 44 publications

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“…Respect and openness (+), cooperativeness and flexibility (+), fair treatment (+), and trust in supervisory authority (+) [41] Organizational justice (+) and safety culture (+) [40] [P]…”

Section: Attitude (+) Subjective Norms (+) and Perceived Behavioral Control (+) [42]p]mentioning

confidence: 99%

Towards the Design of Effective Whistleblowing Systems

Jobinpicard¹,

Doha²

2022

Proceedings of the Annual Hawaii International Conference on System Sciences

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Whistleblowing systems serve as a vehicle for change, empowerment, and ethical/social responsibility. Organizational whistleblowing is a socially complex phenomenon that impacts people and organizations across various disciplines and sectors. Whistleblowing is a high-stakes act involving the dissemination of highly sensitive information about multiple actors with tangling stakes/interests. These features inherently make the task of designing effective whistleblowing systems (WS) a challenging one. To address this, our paper develops key design objectives (DO's) for effective WS. We do this by conducting a qualitative literature review of whistleblowing research and by availing elements from design science methods and stakeholder theory. We present four key DO's for effective WS, which we support with a whistleblowing news dataset. This paper serves as a first step in developing design principles (DP's) for effective WS. This research contributes to a growing discourse on organizational whistleblowing in the IS community.

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“…Respect and openness (+), cooperativeness and flexibility (+), fair treatment (+), and trust in supervisory authority (+) [41] Organizational justice (+) and safety culture (+) [40] [P]…”

Section: Attitude (+) Subjective Norms (+) and Perceived Behavioral Control (+) [42]p]mentioning

confidence: 99%

Towards the Design of Effective Whistleblowing Systems

Jobinpicard¹,

Doha²

2022

Proceedings of the Annual Hawaii International Conference on System Sciences

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“…The expectancy theory, on the one hand, shows how CSR affects job attractiveness in a career context (Lin et al, 2012;Tsai et al, 2016;Tiron-Tudor et al, 2019), and on the other hand, reveals the relationship between personal expectations and the negative reaction of co-workers, manifesting itself by bullying Samani & Singh, 2014;Paul & Kee, 2020). That is, employees' productivity related to career expectations provokes mobbing, the encounter with which leads to disappointment in organizational justice (Adoric & Kvartuc, 2007;Afe et al, 2019), and disappointments become the cause of terminated psychological contract and intentions to leave the job (Meriläinen et al, 2019a(Meriläinen et al, , 2019b. Hosmer and Kiewitz (2005) see close links between organizational justice, which expresses the perception of honesty, and stakeholder theories.…”

Section: Mobbing and Social Responsibilitymentioning

confidence: 99%

Mobbing and corporate social responsibility: does the status of the organisation guarantee employee wellbeing and intentions to stay in the job?

Vveinhardt

Sroka

2020

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Research background: In spite of abundant evidence that Corporate Social Responsibility (CSR) contributes to improving the emotional state of employees as stakeholders and can serve as a useful tool for reduction of their turnover in organizations, until now, it remains unclear how the different status of CSR is related to consequences accompanying mobbing. Purpose of the article: This study compares the emotional state and intentions of Polish and Lithuanian organizations? employees who have experienced mobbing with regard to the status of CSR. The paper presents part of the results of a wider study conducted in two neighbouring states, which are exclusively related to the employees? emotional state and employee intentions after experiencing mobbing in the workplace. Methods: The research sample involved 823 respondents employed in Lithuania and Poland. The questionnaire survey was conducted using the questionnaire ?Mobbing as a Psychosocial Stressor in the Organizations Accessing and Implementing Corporate Social Responsibility ? MOB-CSR?. Comparisons are made with regard to and CSR and relate to Lithuania (LT) and Poland (PL), when organisations are divided into three groups: (I) Is CSR; (II) Seeks to be-come CSR and (III) Does not seek to become CSR. Mann-Whitney U test and Kruskal-Wallis H test were used as the research methods. Findings & Value added: CSR is related to employees? better emotional state and lesser intentions to leave the organisation, but the study revealed unexpected results showing that according to certain parameters, the situation in the organisations seeking CSR was better than in those already declaring this status (e.g. the feeling of hopelessness, reluctance to seek better results, etc.). It is discussed why the results between countries that have similar historical experience and are culturally close differ. The conclusions emphasize the necessity for practitioners and researchers to evaluate the impact of change on employees? emotional state and intentions at different stages of CSR implementation more carefully. Besides, the results revealed a significant impact of the different status of enterprises with regard to CSR on employees? emotional state and intentions to stay in the job. This article contributes to the literature analysing organizational management by filling gaps in empirical research on CSR, mobbing, employees? emotional state and intentions in different cultures.

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“…Organizational Climate. Organizational climate is a perception of the organization member, individually or groups that relate to the internal organization that influences the organization's attitude and behavior (Iko Afe et al, 2019;Wirawan, 2007). Moreover, the organizational climate is a set of characteristics that define an organization compared with the other organization.…”

Section: Literature Reviewmentioning

confidence: 99%

How Work Satisfaction and Organization Climate Influence Organizational Citizenship Behaviour

Nugroho¹,

Nurulita²,

Sihite

2020

MIX

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The research explores the influence of job satisfaction and organizational climate on organizational citizenship behavior. The object of this research are employees at PT.CCM. The research conducted to 60 respondents by delivering a questionnaire. The data analysis conducted with multiple linear regression tests. The result of this research shows that there is a partially and simultaneously correlation between job satisfaction and organizational climate toward organizational citizenship behavior.

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Perceived organizational climate and whistleblowing intention in academic organizations: evidence from Selçuk University (Turkey)

Cited by 11 publications

References 44 publications

Towards the Design of Effective Whistleblowing Systems

Towards the Design of Effective Whistleblowing Systems

Mobbing and corporate social responsibility: does the status of the organisation guarantee employee wellbeing and intentions to stay in the job?

How Work Satisfaction and Organization Climate Influence Organizational Citizenship Behaviour

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