Cultural Orientation and Attitudes Toward Different Forms of Whistleblowing: A Comparison of South Korea, Turkey, and the U.K.

Journal of Business Ethics (Impact Factor: 1.33). 10/2008; 82(4):929-939. DOI: 10.1007/s10551-007-9603-1
Source: RePEc


This article reports the findings of a cross-cultural study that explored the relationship between nationality, cultural orientation,
and attitudes toward different ways in which an employee might blow the whistle. The study investigated two questions – are
there any significant differences in the attitudes of university students from South Korea, Turkey and the U.K. toward various
ways by which an employee blows the whistle in an organization?, and what effect, if any, does cultural orientation have on
these attitudes? In order to answer these questions, the study identified six dimensions of whistleblowing and four types
of cultural orientation. The survey was conducted among 759 university students, who voluntarily participated; 284 South Korean,
230 Turkish, and 245 U.K. Although all three samples showed a preference for formal, anonymous and internal modes of whistleblowing,
there were significant variations related to nationality and cultural orientation. The findings have some key implications
for organizational practice and offer directions for future research.

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    • "Toughness is common in assertive and masculine cultures (Aditya & House, 2002; Hofstede, 1998), 'cultures of honor' such as the American South (Cohen, Nisbett, Bowdle, & Schwarz, 1996), and military occupations (Godfrey et al., 2012). Lastly, wariness is common in high-power distance (Park et al., 2008) and secretive cultures (Costas & Grey, 2014). We surmise that these four cultural beliefs are related to individual adherence to organizational norms. "
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    ABSTRACT: We introduce the concept of cultural beliefs about questionable conduct, and examine how these beliefs interact with stigma consciousness to influence punishment and two withdrawal behaviors: turnover and absenteeism. We used a sample of Mexican police officers in a border city and implemented a mixed method design, paying attention to the national, occupational, and organizational context of this setting. We conducted a qualitative phase to explore the prevalence and meaning of occupational stigma and four cultural beliefs about questionable conduct: greed, toughness, wariness, and savvy. The results of this phase helped us develop a context-relevant measure of cultural beliefs about questionable conduct using Mexican proverbs. The results of the quantitative phase indicated that, contingent upon stigma consciousness, beliefs about questionable conduct affected received punishment, turnover, and absenteeism. We discuss the theoretical and behavioral implications of our findings for socialization, identity management, occupational stigma, corruption, and ethical behavior.
    Organization Studies 04/2015; 36(5):665-687. DOI:10.1177/0170840615571961 · 2.33 Impact Factor
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    • "farklı veri toplama aracı kullanılmıştır. Araştırmaya katılanların demografik özellikleri belirlendikten sonra, birinci bölümde öğretmenlere haber uçurma türlerini ortaya çıkarmak amacıyla Toker Gökçe'nin (2013a, 2013b, 2013c) Park ve arkadaşlarından (2008) yararlanarak oluşturduğu on üç maddelik bir anket sunulmuştur. 5'li Likert ölçeğine göre hazırlanan bu ankette bilgiyi uçurmada resmi-resmi olmayan; içe-dışa doğru ve kimliğini açıklayarak-saklayarak bilgi uçurma biçimlerine ilişkin çeşitli ifadeler yer almaktadır. "
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    ABSTRACT: Whistle-blowing means disclosing of illegal or immoral practices in organizations to persons who would able to fix that action. This research aims to identify the relationship between the teachers’ cultural values and their possible whistle-blowing intentions. The research was designed as scanning model. The research group includes 246 teachers 61% of which was female and 39% of which was male. The instruments were constructed by the literature. The results revealed that the teachers would blow whistle externally, identified, and informally when that would observe sexual abuse, bribery, and theft. The teachers had collectivism cultural value more than the other one. Lastly, there was positive significant relationship between the cultural value and the choice of whistle blowing. / Bilgi uçurma örgüt içinde ortaya çıkan yasa dışı veya etik dışı eylemlerin, durumu düzeltebilecek birilerine haber verilmesidir. Bu araştırma, öğretmenlerin sahip oldukları kültürel değerler ile olası bilgi uçurma tercihleri arasında bir ilişki olup olmadığını belirlemeyi amaçlamaktadır. Araştırma tarama modeline göre desenlenmiştir. Çalışma grubunu, İstanbul’da görev yapan 246 öğretmen oluşturmaktadır. Katılımcıların % 61'i kadın ve % 39'u erkektir. Veri toplama araçları alanyazından elde edilmiştir. Analiz sonunda öğretmenlerin cinsel taciz, rüşvet ve hırsızlık olaylarına tanık olduklarında, dışa, kimliğini açıklayarak resmi olmayan yollarla bilgi uçurabilecekleri ortaya çıkmaktadır. Öğretmenler toplulukçu kültürel değere daha yüksek düzeyde sahiptir. Son olarak kültürel değerler ile bilgi uçurma tercihleri arasında pozitif yönde anlamlı ilişkinin olduğu belirlenmiştir.
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    • "Besides, the few comparative studies published have looked only at attitudes through surveys (e.g. Keenan 2007; Feldman & Lobel 2008; Park et al. 2008), and, thus, have paid only scant attention to actual behaviors and how they are embedded in complex institutional and normative contexts. "
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    ABSTRACT: The factors explaining decentralized enforcement – the monitoring and reporting of illegalities in organizations by employees – remain poorly understood. This article contributes to filling this gap by presenting a study of workers reporting to regulatory authorities incidents that take place in British and French high hazard industries. The article distinguishes between two different registers of ‘quiet’ and ‘loud’ reporting, reflecting the varying echo of employee reports, as intended either by employees themselves or by other stakeholders. The study finds quiet reporting to be widespread in the UK, while loud reporting could be found only in France. Both patterns can be linked to the relationships between unions, regulators and managers, and the history and institutions of industrial relations that shaped them in particular ways in each country. The comparison suggests also that whistleblower protection legislation has played little role in encouraging reporting.
    Regulation & Governance 09/2014; Early view. DOI:10.1111/rego.12060 · 1.47 Impact Factor
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