Do Good Workplace Relationships Encourage Employee Whistle-Blowing?

Wang, Tae Kyu; Fu, Kai-Jo; Yang, Kaifeng

doi:10.1080/15309576.2018.1464935

Cited by 11 publications

(8 citation statements)

References 75 publications

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“…Near and Miceli (1996) conclude that WB is more likely to occur in organizations where employees have greater value congruence with their supervisor. A responsible leader in the role of facilitator takes care of employees and motivates them (Voegtlin et al , 2019) and this good relationship at the workplace promotes WB (Kyu Wang et al , 2018).…”

Section: Theory and Hypotheses Developmentmentioning

confidence: 99%

Say no to wrongdoing: the serial mediation model of responsible leadership and whistleblowing intentions

Akhtar

Javed

Syed

et al. 2020

IJM

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PurposeDrawing on the role theory, this study examines how responsible leadership invokes whistleblowing intentions in employees by intervening through “trust in leader” and “person-organization fit.”Design/methodology/approachUsing the Hayes (2013) approach, the authors tested the model by collecting a multi-wave data from banking sector employees.FindingsResults of the study show that responsible leadership kindles whistleblowing intentions in banks' employees. Further, the results reveal that both “trust in leader” and “person-organization fit” individually mediate the relationship between responsible leadership and whistleblowing intentions. Moreover, we found that the relationship between responsible leadership and whistleblowing intentions is serially mediated through “trust in leader” and “person-organization fit.”Originality/valueThe current study contributes to whistleblowing intentions and responsible leadership literature by suggesting “trust in leader” and “person-organization fit” as process through which responsible leaders kindle employee's outcomes.

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Section: Theory and Hypotheses Developmentmentioning

confidence: 99%

Say no to wrongdoing: the serial mediation model of responsible leadership and whistleblowing intentions

Akhtar

Javed

Syed

et al. 2020

IJM

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“…Whistle-blowing dalam organisasi (Maroun dan Gowar, 2013) mengungkapkan bahwa whistle-blower tidak hanya untuk menyediakan informasi yang ada untuk para pemangku kepentingan, tetapi untuk membangun kredibilitas auditor dalam melayani kepentingan publik dengan meningkatkan kecenderungan akuntabilitas dan transparansi. Kyu Wang et al (2018) menyatakan bahwa person supervisor fit dan person grop fit memiliki pengaruh yang curve linier pada whistleblowing pada pegawai pemerintah, selanjutnya dukungan yang dapat dimiliki seseorang dari rekan kerja dan supervisor sangat penting tidak hanya untuk memotivasi untuk melakukan whistleblowing, tetapi juga untuk mencegah terjadinya tindakan pembalasan. Taiwo (2015) dalam penelitian menyatakan walaupun dalam suatu organisasi telah menciptakan program whistle-blowing sebagai pusat pengembangan organisasi, namun keinginan karyawan masih rendah untuk melakukannya.…”

Section: Pendahuluanunclassified

Komitmen Organisasi dan Sikap Whistle-Blowing: Apakah Hubungannya Dimoderasi Oleh Persepsi Dukungan Organisasi?

Marta¹,

Eliyana

2019

JMBK

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Penjelasan mengenai bagaimana individu melakukan whistle-blowing ternyata banyak dipengaruhi faktor interpersonal karyawan. Sehingga artikel ini bertujuan untuk mengembangkan sebuah kerangka yang original untuk menjelaskan peran moderasi persepsi dukungan organisasi antara komitmen organisasi dan sikap whistle-blowing. Penelitian ini merupakan studi empiris pada perguruan tinggi negeri di Kota Bandung. Selanjutnya analisis multivariat sebagai alat dalam menjelaskan hipotesis penelitian ini. Hasil penelitian secara empiris komitmen organisasi berpengaruh positif pada sikap whistle-blowing. Selanjutnya secara positif persepsi dukungan organisasi memoderasi pengaruh antara komitmen organisasi dan sikap whistle-blowing.

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“…The results of previous studies stated that whistle-blowing was influenced by transformational-oriented and transactional-oriented leadership ( Caillier and Sa, 2016 ), cultural factors, organizational factors, the materiality of misconduct, individual factors ( Alinaghian et al., 2017 ), person-group fit, and person-supervisor fit ( Kyu Wang, et al., 2018 ), truthful leadership, organizational justice, and motivational factor ( Ugaddan and Park, 2019 ). This research focused mainly on the variables that potentially influence whistle-blowing.…”

Section: Introductionmentioning

confidence: 99%

Career opportunity of whistle-blower in the workplace: the role of privacy legislation and supervisor support

Rosadi

Marta

Supriadi

et al. 2022

Heliyon

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Do Good Workplace Relationships Encourage Employee Whistle-Blowing?

Cited by 11 publications

References 75 publications

Say no to wrongdoing: the serial mediation model of responsible leadership and whistleblowing intentions

Say no to wrongdoing: the serial mediation model of responsible leadership and whistleblowing intentions

Komitmen Organisasi dan Sikap Whistle-Blowing: Apakah Hubungannya Dimoderasi Oleh Persepsi Dukungan Organisasi?

Career opportunity of whistle-blower in the workplace: the role of privacy legislation and supervisor support

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