Whistleblowing as a Career Crisis: Recovering from Retaliatory Job Loss through a Process of Bifurcation

Hennequin, Émilie

doi:10.1177/09500170211021721

Cited by 4 publications

(2 citation statements)

References 43 publications

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“…Job loss has appeared as a critical cause, as stated by most nurses who acted as a demotivator in blowing the whistle against any wrongdoer and reporting the wrongdoings to the relevant authorities. The nurses were primarily concerned about losing their reputation and their inability to get another job in another hospital (Hennequin, 2021): I won't report the wrongdoing because my job will be taken away and it's not easy to get an equally paying job in the same city. Job loss would leave me helpless (Respondent 1).…”

Section: Availability Of Reporting Channelsmentioning

confidence: 99%

Section: Theme 2: Demotivators For Whistleblowing Among Nursesmentioning

confidence: 99%

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Exploring whistleblowing intentions of Indian nurses: a qualitative study

Sachdeva

Chaudhary²

2022

IJOA

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Purpose Whistleblowing is one of the most imperative instruments to unveil wrongdoing. The purpose of this study is to explore the whys and wherefores of undertaking the act of whistleblowing by Indian nurses. This study also delves into the reasons that would stimulate the nurses' whistleblowing intentions and, on the contrary, the reasons that would keep them silent on encountering any wrongdoing. Design/methodology/approach This study incorporates interpretative phenomenological analysis, a qualitative method aiming to provide a detailed examination of the personal lived experiences of the nurses. This technique helps to understand the individual perspective of nurses. It, thus, allows the researchers to generate common themes from the data giving insightful and in-depth knowledge about the same. Findings The findings of this study suggest that nurses felt a sense of morality and responsibility toward the hospital, which motivated them to raise their voices to the concerned authorities within their organizations before reaching out to external agencies. The other motivators include peer and management support regarding the surety that appropriate action would be taken if reporting is done against the wrongdoer. On the other side, job loss or fear of harassment from peers and supervisors demotivates and discourages them from involving in the act of whistleblowing, especially in cases where they had dependents. Practical implications This study implies that hospitals/health-care units should provide an affirmative organizational culture to the nurses through sensitivity training that spreads awareness and a sense of responsibility. Also, setting favourable examples would help nurses gain motivation from the organization's past experiences. Having independent agencies to investigate whistleblowing complaints can be more encouraging than in-house management. Additionally, assurances by the government to protect the interest of the nurses who blow the whistle through anonymous whistleblowing and stringent rules for the job security of whistleblowers need to be aligned. Originality/value This study highlights the whistleblowing intention of Indian employees of the health-care sector, that is, nurses, which is the pioneer research work in the Indian context. In India, the profession of nurses is subjugated by females; hence, this study would contribute to the literature by looking at whistleblowing through gender predisposition. As the work of nurses is wholly based on patient advocacy, the ethical dilemma of raising their voices or remaining silent is very natural. This study brings about specific concerns related to the whistleblowing of women nurses and talks about the solutions that can be undertaken to encourage them to engage in the act of whistleblowing.

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Section: Availability Of Reporting Channelsmentioning

confidence: 99%

Section: Theme 2: Demotivators For Whistleblowing Among Nursesmentioning

confidence: 99%

Exploring whistleblowing intentions of Indian nurses: a qualitative study

Sachdeva

Chaudhary²

2022

IJOA

View full text Add to dashboard Cite

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How and when whistleblowing influences engagement: The role of emotional ambivalence, and congruence between descriptive and injunctive norms

Yu,

Li,

Qin

2024

European Journal of Work and Organizational Psychology

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Why are individuals unwilling to report corruption? An inquiry into perception‐based definitions of corruption and employment‐related factors

Clemente,

de Sousa,

Rego

et al. 2023

Aust J Public Adm

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Despite the increasing interest and investment in whistle‐blowing regulations, policies, and mechanisms, people are still hesitant to report corruption. The existing literature explaining what deters people from reporting serious wrongdoing predominantly concentrates on either organisational factors or personal motivations. Only a limited number of studies integrate objective and subjective individual‐level constraints on whistle‐blowing. Using original survey data from Portugal, this article investigates two sets of individual‐level factors that explain the reluctance to report corruption: employment‐related characteristics (objective constraints) and perception‐based definitions of corruption (subjective constraints). A regression analysis of the survey data reveals that individuals working in the private sector are less inclined to report corruption compared to public officials. This finding underscores the significance of job security in influencing people's willingness to report corruption. The results also indicate that individuals with a minimalist definition of corruption, perceiving it solely as a legal offence, are more hesitant to report corruption. This finding supports the notion that whistle‐blowing policies should not be limited to reporting blatant legal violations instead of any suspected wrongdoing of corporate or public significance. Our study emphasises the need for whistle‐blowing policies to not only establish secure and visible mechanisms for reporting serious wrongdoing within organisations, but also to raise awareness of how social norms and job security can impact individuals’ decisions to report such occurrences. This article contributes to whistle‐blowing and governance research by shedding light on how perception‐based definitions and judgements of corruption, as well as employment‐related factors, can influence individuals’ willingness or unwillingness to report corruption.Points for practitioners Job precariousness and limited understanding of corruption are two key factors that limit individuals’ willingness to report corruption. Policies and measures aimed at improving work conditions and ethical climate within organisations may be more effective in encouraging whistle‐blowing than solely improving formal reporting mechanisms. Further research is needed to explore individual‐level factors for reporting corruption in different types of organisations and sectors, along with more specific information about whistle‐blowing policies and mechanisms. Implementing effective whistle‐blowing policies and mechanisms requires not only adopting laws but also creating the institutional conditions and motivating individuals to report corruption, which may require commitment and contextual knowledge from top leadership.

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Whistleblowing as a Career Crisis: Recovering from Retaliatory Job Loss through a Process of Bifurcation

Cited by 4 publications

References 43 publications

Exploring whistleblowing intentions of Indian nurses: a qualitative study

Exploring whistleblowing intentions of Indian nurses: a qualitative study

How and when whistleblowing influences engagement: The role of emotional ambivalence, and congruence between descriptive and injunctive norms

Why are individuals unwilling to report corruption? An inquiry into perception‐based definitions of corruption and employment‐related factors

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