Rabid Fans, Death Threats, and Dysfunctional Stakeholders: The Influence of Organizational and Industry Contexts on Whistle-Blowing Cases

Abstract

Organizational wrongdoing is frequently exposed by whistle-blowers, individuals who disclose unethical behavior to parties they believe can take corrective action. This study aimed to illuminate whistle-blowers’ experiences with particular attention to how their industry and organizational contexts affected their cases. We analyzed personal accounts of thirteen whistle-blowers in the collegiate sports industry. Results revealed three themes that significantly affected whistle-blowing accounts: the existence and influence of tightly coupled stakeholders, including the athletic governing body and news media; the hypermasculine character of collegiate sports; and the presence of highly identified fans as agents of retaliation. Implications of the study include the recognition and consequences of nonorganizational members as agents of retaliation and the importance of analyzing context when considering whistle-blowing experiences both inside and outside of collegiate sport.

Private Support, Public Alienation: Whistle-Blowers and the Paradox of Social Support

“…Whistle-blowing is a stressful process, replete with professional and personal repercussions (Richardson & McGlynn, 2011;Rothschild & Miethe, 1999). Retaliation is a common occurrence for whistle-blowers, as they are confronted by efforts to discourage the exposition of the wrongdoing, and often face retaliation for their attempts to report unethical behavior.…”

“…We interviewed 13 individuals who blew the whistle on United States collegiate athletic programs, gathering their perspectives on how they made sense of the whistle-blowing process, and their perceptions of social support during moments of stress, hardship, and uncertainty. Collegiate athletic programs offer a valuable context to examine the whistle-blowing process, as college sports programs remain particularly prone to ethical violations due to the win-at-all-costs mentality of athletic programs (Dowling, 2001), and the intense loyalty illustrated by collegiate sports stakeholders (Adler & Adler, 1988), including individuals not directly affiliated with the university (Richardson & McGlynn, 2011). Thus, this study engages whistle-blowing in ways typically overlooked in organizational scholarship, while providing theoretical and practical contributions to the understanding of whistle-blowing and social support.…”

A Teoria Queer e os Estudos Organizacionais: Revisando Conceitos sobre Identidade

“…Sob este aspecto, tais estudos usam a palavra queer de três maneiras: (a) um termo guarda-chuva, que representa todos os tipos de sexualidades presentes no acrônimo LGBT (Lésbicas, Gays, Bissexuais e Transgêneros) (Adams, 2012;Baines, 2010b;Litvin, 2008;Richardson & McGlynn, 2011;Rosenbaum, Walsh, & Wozniak, 2012;Schmidt, Githens, Rocco, & Kormanik, 2012); (b) significando uma nova identidade sexual específica representada pela letra Q na sigla LGBTQ (Lésbicas, Gays, Bissexuais, Transgêneros e Queer) (Hill, 2009;Kesetovic, 2009;Taylor, Mallinson, & Bloch, 2008;Willis, 2012); ou (c) as duas maneiras ao mesmo tempo (Gates, 2012).…”

College Athletics Whistle-Blower Protection

“…Some researchers assert whistle-blowers should be viewed as problem solvers (Richardson & McGlynn, 2011). Other researchers assert whistle-blowers can improve a company's effectiveness (Near & Miceli, 1985).…”

“…Employers may retaliate against a whistle-blower to discourage future whistle-blowing and reestablish organizational structure , citing Weinstein, 1979. Whistle-blowers may face retribution from both organizational insiders as well as outside groups (Richardson & McGlynn, 2011). Employer and outsider retaliation may result in a loss of job, career, material goods, or even one's family (Alford, 2007).…”