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Blow whistle, should I or shouldn’t I: a study on moderating effect of perceived organizational support on intention to blow the whistle among Indian Government employees

Blow whistle, should I or shouldn’t I: a study on moderating effect of perceived organizational... This paper aims to understand an employee’s intention toward whistleblowing by analyzing Ajzen’s (1991) theory of planned behavior (TPB) and Graham’s principled organizational dissent (POD). It also seeks to find the moderating effect of perceived organizational support (POS) on whistleblowing intention (BI).Design/methodology/approachA total of 220 usable responses, collected from government employees of India, were analyzed using structural equation modeling. For developing a questionnaire, items were adopted from the literature and were measured on a five-point Likert-type rating scale.FindingsResults revealed that attitude, perceived behavioral control (PBC), subjective norm (SN) and perceived responsibility of reporting (PRR) positively influence BI whereas the perceived cost of reporting (PCR) negatively influenced BI. It was further found that POS negated the effect of attitude, PBC, PCR and PRR on BI and strengthens the effect of SN.Research limitations/implicationsThe present study adds to the list of academic literature on topics such as corporate governance and whistleblowing and provides new avenues to academicians and researchers for research. It provides a comprehensive understanding of whistleblowing concept, factors that influence BI and reasons to promote whistleblowing culture in organizations.Practical implicationsThe findings may help government institutions to understand the factors that hinder whistleblowing practices and to devise strategies to foster a culture of whistleblowing. It may also offer insights to managers to mold human resource practices so that it includes policies of moral behavior.Originality/valueThis study is one of the initial studies in the Indian context to explore the moderating role of perceived organization support on employee’s intention to blow the whistle. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Society and Business Review Emerald Publishing

Blow whistle, should I or shouldn’t I: a study on moderating effect of perceived organizational support on intention to blow the whistle among Indian Government employees

Tudu, Preshita Neha
Society and Business Review , Volume 16 (2): 20 – Aug 4, 2021
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Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
1746-5680
eISSN
1746-5680
DOI
10.1108/sbr-03-2020-0028
Publisher site
See Article on Publisher Site

Abstract

This paper aims to understand an employee’s intention toward whistleblowing by analyzing Ajzen’s (1991) theory of planned behavior (TPB) and Graham’s principled organizational dissent (POD). It also seeks to find the moderating effect of perceived organizational support (POS) on whistleblowing intention (BI).Design/methodology/approachA total of 220 usable responses, collected from government employees of India, were analyzed using structural equation modeling. For developing a questionnaire, items were adopted from the literature and were measured on a five-point Likert-type rating scale.FindingsResults revealed that attitude, perceived behavioral control (PBC), subjective norm (SN) and perceived responsibility of reporting (PRR) positively influence BI whereas the perceived cost of reporting (PCR) negatively influenced BI. It was further found that POS negated the effect of attitude, PBC, PCR and PRR on BI and strengthens the effect of SN.Research limitations/implicationsThe present study adds to the list of academic literature on topics such as corporate governance and whistleblowing and provides new avenues to academicians and researchers for research. It provides a comprehensive understanding of whistleblowing concept, factors that influence BI and reasons to promote whistleblowing culture in organizations.Practical implicationsThe findings may help government institutions to understand the factors that hinder whistleblowing practices and to devise strategies to foster a culture of whistleblowing. It may also offer insights to managers to mold human resource practices so that it includes policies of moral behavior.Originality/valueThis study is one of the initial studies in the Indian context to explore the moderating role of perceived organization support on employee’s intention to blow the whistle.

Journal

Society and Business Review – Emerald Publishing

Published: Aug 4, 2021

Keywords: Whistleblowing; Whistleblowers’ protection; Theory of planned behavior; Principled organizational dissent; Perceived organizational support; India; Government sector; Government

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