How Decent Work Influences Internal Whistleblowing Intentions in Nurses: The Parallel Mediating Roles of Felt Obligation and Organisational Identification—A Cross‐Sectional Survey

Abstract

IntroductionFostering nurses' intentions to blow the whistle internally is a salient issue in healthcare. However, there are debates on the antecedents of these intentions, and the explanation of how these antecedents influence such intentions is missing in the nursing literature.AimBased on the social exchange theory and the social identity theory, this study aimed to unveil how decent work influences nurses' internal whistleblowing intentions, specifically through the parallel mediating roles of felt obligation and organisational identification.MethodsA cross‐sectional survey was conducted with a convenience sample of 268 clinical nurses from three tertiary public hospitals in Mansoura, Egypt. Data were collected between June and November 2023 using the Decent Work Scale, the Felt Obligation Scale, the Organisational Identification Scale and the Internal Whistleblowing Intentions Scale. Study hypotheses were tested using structural equation modelling.ResultsDecent work significantly influenced nurses' internal whistleblowing intentions. Felt obligation and organisational identification partially mediated the positive relationship between decent work and internal whistleblowing intentions.ConclusionDecent work is a significant predictor in nurturing felt obligation and organisational identification, leading to an increased willingness among nurses to engage in internal whistleblowing.ImpactThis study offers valuable insights into how hospital administrators can leverage internal whistleblowing intentions among nurses. It showed that securing decent work conditions, fostering felt obligation and organisational identification contribute to an increased willingness to blow the whistle.Patient or Public ContributionNo patient or public contribution.