Whistleblowing Need not Occur if Internal Voices Are Heard: From Deaf Effect to Hearer Courage Comment on "Cultures of Silence and Cultures of Voice: The Role of Whistleblowing in Healthcare Organisations"

Cleary, Sonja; Doyle, Kerrie

doi:10.15171/ijhpm.2015.177

Cited by 15 publications

(14 citation statements)

References 25 publications

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“…A negative work atmosphere can even compromise family relationships, affecting job satisfaction, work commitment, and trust in the organization 4,5 . Opening the lines of communication or the use of safety voice 6 has been proven to ameliorate working relationships and the organizational climate as a whole, especially in healthcare facilities, where the incidence of errors is minimized and patient safety is improved 7‐9 …”

Section: Introductionmentioning

confidence: 99%

Impact of organizational silence and favoritism on nurse's work outcomes and psychological well‐being

et al. 2020

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Objectives The study aimed to assess the impacts of organizational silence and favoritism on work outcomes and psychological wellbeing among nurses working in hospitals. Background Literature on the organizational climate among nurses in hospital settings is limited, particularly on favoritism and organizational silence and their effect on nurses. Methods Purposive sampling was used to gather 549 registered nurses who participated in this cross‐sectional study. Standardized self‐report questionnaires were used to gather the necessary data. Results Years in the nursing profession (β = .028, P < .001), location of work (β = 0.481, P < .001), and facility size (β = 0.451, P < .001) strongly predicted organizational silence, while years in the present unit (β = 0.020, P = .022) and last shift length (β = 0.200, P = .012) predicted favoritism. Favoritism (β = 0.226, P = .028) significantly influenced turnover intention in nurses. Conclusion Higher levels of favoritism within the organization are strongly linked with nurses' turnover intention. Few individual and organizational variables predicted organizational silence and favoritism. Implications to Nursing Management The results of this study provide an insight to the effects of organizational silence and favoritism towards nurses' work outcomes and psychological wellbeing. Improving the channels of communication among the healthcare team is vital to promote inclusivity among healthcare workers and enhance organizational viability.

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Section: Introductionmentioning

confidence: 99%

Impact of organizational silence and favoritism on nurse's work outcomes and psychological well‐being

et al. 2020

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“…[7,8] Un acte de dénonciation est typiquement perçu comme un affront aux attentes de conformité et de loyauté des organisations envers leurs employés. [9,10] Il est donc généralement tenu pour acquis que la dénonciation externe n'est acceptable que si tous les autres moyens de signalement (internes, surtout) ont été épuisés. [voir par exemple 11] Différents processus peuvent s'offrir à une infi rmière pour rapporter des problèmes: par exemple, aviser ses supérieurs, remplir un rapport d'incident ou faire un signalement anonyme via un système de rapport interne.…”

Section: Contexteunclassified

La dénonciation infirmière en contexte de pandémie de COVID-19: une analyse de contenu de la plate-forme « Je dénonce »

Perron¹,

Dufour²,

Marcogliese³

et al. 2020

aporia

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La divulgation d’enjeux critiques par le personnel soignant constitue une part essentielle de la bonne marche de tout système de santé. En contexte de pandémie, la communication rapide d’informations critiques est indispensable à l’identification et à la résolution de problèmes. Or, une telle communication est difficile en contexte de crise. Des témoignages d’infirmières, d’infirmières auxiliaires et d’autres professionnels de la santé, indiquent que des signalements réalisés dans des milieux de soins aux prises avec la COVID-19 se sont soldés par l’absence de mesures correctives et, dans certains cas, des représailles envers les personnes divulgatrices. Au Québec, ce contexte de crise a mené à la mise en service d’une plate-forme en ligne par une instance syndicale. Celle-ci sert à recueillir des témoignages de professionnels de la santé et de membres du public et à les rendre rapidement disponibles à la population et aux médias. Cet article présente les résultats d’une analyse de contenu des témoignages soumis par des infirmières et infirmières auxiliaires afin, d’une part, de constater la teneur des enjeux dénoncés et, d’autre part, d’examiner l’utilité de ce type de plate-forme dans les démarches de dénonciations entreprises par le personnel infirmier.

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“…Such comfortseeking (as opposed to problem-seeking) behaviours among senior managers in the NHS may, therefore, serve to support the 'deaf effect'. 148 Senior management may sometimes also suffer from 'collective myopia', 25 a shared inability to see a problem. This is potentially even more problematic than the deaf effect as it leaves those in management positions genuinely unable to see what the whistleblower is trying to bring to their attention.…”

Section: Conclusion and Research Implicationsmentioning

confidence: 99%

Understanding the knowledge gaps in whistleblowing and speaking up in health care: narrative reviews of the research literature and formal inquiries, a legal analysis and stakeholder interviews

Mannion

Blenkinsopp

Powell

et al. 2018

Health Serv Deliv Res

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Background There is compelling evidence to suggest that some (or even many) NHS staff feel unable to speak up, and that even when they do, their organisation may respond inappropriately. Objectives The specific project objectives were (1) to explore the academic and grey literature on whistleblowing and related concepts, identifying the key theoretical frameworks that can inform an understanding of whistleblowing; (2) to synthesise the empirical evidence about the processes that facilitate or impede employees raising concerns; (3) to examine the legal framework(s) underpinning whistleblowing; (4) to distil the lessons for whistleblowing policies from the findings of Inquiries into failings of NHS care; (5) to ascertain the views of stakeholders about the development of whistleblowing policies; and (6) to develop practical guidance for future policy-making in this area. Methods The study comprised four distinct but interlocking strands: (1) a series of narrative literature reviews, (2) an analysis of the legal issues related to whistleblowing, (3) a review of formal Inquiries related to previous failings of NHS care and (4) interviews with key informants. Results Policy prescriptions often conceive the issue of raising concerns as a simple choice between deciding to ‘blow the whistle’ and remaining silent. Yet research suggests that health-care professionals may raise concerns internally within the organisation in more informal ways before utilising whistleblowing processes. Potential areas for development here include the oversight of whistleblowing from an independent agency; early-stage protection for whistleblowers; an examination of the role of incentives in encouraging whistleblowing; and improvements to criminal law to protect whistleblowers. Perhaps surprisingly, there is little discussion of, or recommendations concerning, whistleblowing across the previous NHS Inquiry reports. Limitations Although every effort was made to capture all relevant papers and documents in the various reviews using comprehensive search strategies, some may have been missed as indexing in this area is challenging. We interviewed only a small number of people in the key informant interviews, and our findings may have been different if we had included a larger sample or informants with different roles and responsibilities. Conclusions Current policy prescriptions that seek to develop better whistleblowing policies and nurture open reporting cultures are in need of more evidence. Although we set out a wide range of issues, it is beyond our remit to convert these concerns into specific recommendations: that is a process that needs to be led from elsewhere, and in partnership with the service. There is also still much to learn regarding this important area of health policy, and we have highlighted a number of important gaps in knowledge that are in need of more sustained research. Future work A key area for future research is to explore whistleblowing as an unfolding, situated and interactional process and not just a one-off act by an identifiable whistleblower. In particular, we need more evidence and insights into the tendency for senior managers not to hear, accept or act on concerns about care raised by employees. Funding The National Institute for Health Research Health Services and Delivery Research programme.

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Whistleblowing Need not Occur if Internal Voices Are Heard: From Deaf Effect to Hearer Courage Comment on "Cultures of Silence and Cultures of Voice: The Role of Whistleblowing in Healthcare Organisations"

Cited by 15 publications

References 25 publications

Impact of organizational silence and favoritism on nurse's work outcomes and psychological well‐being

Impact of organizational silence and favoritism on nurse's work outcomes and psychological well‐being

La dénonciation infirmière en contexte de pandémie de COVID-19: une analyse de contenu de la plate-forme « Je dénonce »

Understanding the knowledge gaps in whistleblowing and speaking up in health care: narrative reviews of the research literature and formal inquiries, a legal analysis and stakeholder interviews

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