In the currently strong U.S. economy, voluntary turnover continues to affect organizations and individuals in important ways. This study examines two sets of contributors to turnover intent that have not received much attention in the organizational communication literature: various indicators of communication and multiple targets of identification. A modified version of the International Communication Association Communication Audit survey and interviews were used to collect data at a state government agency. Results indicate that among the communication variables, supervisor and coworker relationships have the strongest association with intent to leave. The findings also reveal a rather complex relationship between three different types of identification (with division, agency, and state government) and intent to leave.

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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.

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