No abstract

This paper reports on the role of personality as an antecedent of proactive behaviour at work in the form of whistleblowing. In the interest of triangulation, two studies were used, along with two personality measures. The results of Study 1, conducted among 503 municipality employees, show that the NEO Five-Factor Inventory dimensions of extraversion and agreeableness are significantly associated with whistleblowing, with odds ratios of 1.13 and 0.91, respectively. The result from Study 2, conducted among a representative sample of employees, shows that the circumplex of interpersonal problems dimension domineering was significantly associated with whistleblowing, with an odds ratio of 1.66. The results suggest that personality, in the form of high extraversion and dominance and low agreeableness, do play a role as antecedents of whistleblowing.

No abstract

Structured abstractPurpose: This viewpoint paper presents directions for future research by linking the academic fields of workplace bullying and whistleblowing together. This article also suggests implications as to how to deal with the health consequences that can develop after such workplace experiences.Design/methodology/approach: The paper describes empirical research on the link between whistleblowing and workplace bullying and suggests how to deal with the health consequences that develop in relation to workplace bullying after whistleblowing. Findings:Empirical research has documented the link between whistleblowing and workplace bullying and the devastating effects on health that may follow (e.g., depression and symptoms analogue to post traumatic stress). Implications for practice are; (1) to provide clear examples of unwanted workplace behavior and; (2) to help clinicians to gain a balance between the client's need to re-tell and the need for psychological treatment. Research limitations/implications:Future studies on workplace bullying are encouraged to;(1) be aware of the link to potential previous whistleblowing and; (2) study therapeutic interventions for employees exposed to bullying and who also have reported wrongdoing at work. Practical implications: