Abstract-The aims of this study are two folds, to identify whether intention to whistle blow exists; and to ascertain the relationship between perceived organizational support, channel of communication, attitude and intention to blow the whistle. The study was conducted in seven public offices in West Malaysia, involving 511 employees. The findings indicate that all the predicted elements are moderately associated with the act of whistle blowing. On the other hand, channel of communication is proven to be the most dominant variable where the existence of facilities to complaint is seen as the driver for employees to move forward and tell the truth. Moreover internal programs held by the organizations also supported the findings, as a powerful tool to create awareness of the importance to blow the whistle within the organization setting; while fair and just treatments by the organization have generated trust and confidence amongst the employees where they feel empowered and belongingness. Whistle blowing is also perceived as a new commitment by the respondents as reflecting their loyalties to the organization.Index Terms-Whistle blowing, whistle blowing intention, perceived organizational support, channel of communication, Malaysia.

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Followers have been the center of organizational focus in modern structure. The activation of followership could be a remark of successful leadership. Leaders must begin to understand the types of people they lead. Team members identify themselves as a unit and practically plan organizational development and progress to achieve similar strategies and objectives. The development of a leadermember exchange is based on characteristics of the 'working relationship' as opposed to a personal or friendship relationship. Leaders create unity through demonstration of group-mindedness by making more references to the collective history, the collective identity and interests, and collective efficacy. The more leaders augment follower identification (through role modeling or group socialization), the more followers will likely experience higher feelings of ownership and responsibility. This paper is intended to characterize the types of followers that might exist in organizations, and establish an integration of followers' classification.

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Purpose This study sought to examine the relationship between team task features and team task performance. Team task performance revolved around the team's technical knowledge and the technical core activities of the organization. On the other hand, team task characteristics include task identity, task significance, and task interdependence. Methods This study involved a total of 300 nursing teams (1436 individual nurses) from seven state hospitals in Peninsular Malaysia. Data were collected using two sets of questionnaires which were initially distributed to 320 teams. One set was given to the team members and another set was given to the team leaders. Of the 320 sets sent out, 300 sets were returned. Responses were then combined and aggregated to the team level to get the team's final score. Analyses of the hypotheses were done using Partial Least Squares (PLS) through assessment of the measurement and structural model. Results Results from the path analysis revealed that of the three dimensions of team task attributes, only task significance was positively and significantly related to team task performance (β = 0.076, P > 0.05), while task identity (β = 0.076, P > 0.05) and task interdependence (β = −0.037, P > 0.05) were found unrelated to team task performance. Conclusions This study demonstrated that task significance is important to predict team task performance. Task significance reflects meaningfulness and nobility of tasks, thus elevate the desire to perform better in each assigned task.