سوت زنی

Organizational whistleblowing is a process used to report ethical and legal violations within an organization or work environment. On the other hand, ethical and legal violations in government organizations may occur in the form of corruption, abuse of power, and violations of laws. Therefore, organizational whistle-blowing in this area can play a very important role in identifying and dealing with these violations. This research is qualitative, developmental, interpretive and inductive, which was implemented with the foundation's data approach. The statistical population of the research consists of twelve university experts and participants who were whistleblowers themselves and were selected by a judgmental method. After selecting the participants, the research questions were answered through semi-structured interviews. After reviewing and analyzing the obtained interviews, 350 initial codes were obtained, of which 175 abstract concepts, 42 sub-categories and 17 main categories were obtained. In this way, the factors; individual and punitive policies as causal conditions; micro contextual factors, macro contextual factors and norming as contextual factors; Role players, incentives for whistle-blowing and disruptors as intervening factors, triple support, soft strategies, hard strategies, whistle-blowing protection policies, and regulatory bodies as strategies. Social-economic, individual-moral and organizational-legal consequences were identified as the consequences of whistle-blowing in Iran's government organizations. The presented model can be a basis for planning organizations to re-use the experiences, knowledge, expertise and skills of retirees in professional and non-professional jobs. Adopting organizational whistleblowing and creating a legal mechanism to manage reports is also critical. These include establishing a legal process for investigating and following up on reports, protecting whistleblowers, and imposing legal consequences for ethical and legal violations.

Disclosure of corruption plays an important role in facilitating the process of fighting corruption and realizing administrative health. Considering the hidden layers of corruption, disclosure of corruption is an important mechanism for reporting illegal behavior or violations to the organization's management, authorities and the general public. Exposing corruption can also have harmful consequences for whistleblowers. For this reason, disclosure of corruption and whistleblowers in developed countries are considered and protected by the law. In Iran, various steps have been taken to support corruption whistleblowers. But these measures are scattered and inconsistent. The current research seeks to identify and categorize the methods of supporting corruption whistleblowers in order to provide a comprehensive view to the legislators and policy makers in the field of anti-corruption.

To achieve this goal, thematic analysis method has been used. The research data includes reports and interviews published by academic experts and executive authorities, as well as related researches that have been collected by documentary method. The sampling method is purposive sampling, which is continued until reaching theoretical saturation.

The findings of the research include different concepts, each concept represents a way to support whistleblowers. These strategies are organized based on conceptual affinity in five main themes of legal support, security support, financial support, administrative support and social support.

Supporting corruption whistleblowers requires a set of different legal solutions, security support, financial support, administrative support and social support, which should be used in the amendment and completion of existing laws in Iran.

In the anti-fraud and anti-corruption literature of the world, whistle-blowing is an act that alerts public opinion or competent authorities to the existence of wrongdoing person(s) or wrongdoing activities, including a wide range of illegal activities, violating regulations, and threatening public or private interests. For example, it informs about fraud and corruption in the public, public, or private sector. The purpose of this research is to identify and investigate the factors affecting whistleblowing in accounting. Meta-synthesis method, which is a kind of qualitative study and with a systematic approach, and combines the qualitative findings of other researches, is used to discover new and basic categories. For this purpose, based on the seven steps of metacomposite, the systematic evaluation and analysis of 124 research findings It has been discussed previously and the opinion of 12 experts has been obtained and its effect coefficient has been determined with Shannon's entropy based on content analysis. The findings indicate that whistle-blowing in organization includes three dimensions of individual, organizational and extra-organizational stimuli, from the total of 23 collected components, demographic characteristics, responsibility, organizational structure, leadership and management, etc. have the greatest impact on whistle-blowing. in accounting, which is mostly related to individual factors and organizational factors, and other components such as obedient silence, information technology, etc. have the least effect. The results of this research point to the importance of the issue of disclosure and its effects on the decisions of stakeholders and challenge the theories of representation and sensitivity.

The purpose of this study was to design and validate a whistleblowing model in order to help grow the Social Security Organization of Iran. It was a descriptive-survey study that relied upon mixed-methods approach for data collection and analysis. The statistical population of the study was comprised of all employees of the Social Security Organization in the insurance and medical sectors (N= 67,188), with an optimal sample size of 380 participants (as indicated by Morgan’s table). The purposive sampling method adopted in the qualitative phase led to the selection of 15 experts in the field of management. In this phase, the fuzzy Delphi method was used to explain the dimensions, components, and items of the research. In the quantitative phase, the components explained in the qualitative phase were used to design a questionnaire, which was then distributed in the target community. After receiving the filled-in questionnaires, the obtained data were analyzed by SPSS and SmartPLS software. Inferential tests such as structural equation modeling and path analysis were used to test research questions and undertake modeling. The qualitative phase and Delphi analysis results showed that the dimensions of whistleblowing included moral considerations, personal characteristics, external whistleblowing, and formal whistleblowing. Moreover, the dimensions of organizational growth in the Social Security Organization included health and wellbeing, organizational structure, assurance of progress, partnership with others, openness and transparency, nurture and volition, feedback, readiness for change, and organizational trust. The results of quantitative phase and structural equation modeling revealed that organizational whistleblowing had a significant effect on organizational growth.

The sustainability and development of organizations depends on aligning with rapid changes, development and growth, because rapid changes and environmental changes make organizational improvement and growth inevitable in various situations.

The purpose of this study is to design a whistling policy model for organizational growth in the Social Security Organization.

This research is developmental in terms of purpose. In terms of descriptive-exploratory and qualitative methods and in terms of information collection, it is field and library. The sampling method is purposeful (non-random) and includes 15 experts in the field of management.

In the present study, in the first step, the final indicators of the research were screened and identified. A total of 76 factors have been identified based on the research literature and specialized interviews. Fuzzy Delphi approach was used to screen the indicators and identify the final indicators, and after performing two rounds of Delphi, 66 indicators were extracted.

Dimensions of whistling included moral considerations, personal characteristics, external whistling, formal whistling. Dimensions of organizational growth in the Social Security Organization include health and well-being, organizational structure, assurance of progress, partnership with others, openness and transparency, nurture and authority, feedback, readiness for change, organizational trust.

The primary purpose of this research is to identify factors influencing the tendency to “Nahye az Monkar” regarding organizational corruption and then, to measure the extent of this impact.

The type of research method was applied, exploratory, descriptive, survey and causal. By reviewing the research literature, the factors affecting the tendency to “Nahye az Monkar” were identified. The data collection tool was a questionnaire. The statistical population consisted of all employees of a public organization. Applying systematic random sampling method, 228 people were selected to complete the questionnaire. The statistical techniques of exploratory factor analysis, linear multivariate regression analysis and independent t-test were used to analyze the data.

First, based on exploratory factor analysis, six factors affect the tendency to “Nahye az Monkar”, including ethics, behavior of officials, training, personal effort, fear, and prevalence of “Monkar”. Second, based on the results of regression analysis, such factors as observing ethics, behavior of officials, training, effort and adoption of the best method in advising others have a positive effect on the tendency to “Nahye az Monkar”. Third, based on the results of t-test, it is determined that the tendency to “Nahye az Monkar” in administrative corruption is not at a favorable level.

Originality: 

The issue of “Nahye az Monkar” has rarely been addressed in the Iranian setting in the framework of a field research. This study  tries to investigate this concept of the Iranian value system (prohibition of negativity) in the form of a quantitative research.

Implications:

 The results of this research can be used to reduce the amount of administrative corruption in state, public and private organizations.

Illegal and unethical activities in organizations are formed by some people, which are sometimes carried out in different guises and away from the eyes of regulatory and hidden institutions. Therefore, the existence of a monitoring system that is aware of the organization and observes and reports the shortcomings is necessary before the occurrence of undesirable consequences. The purpose of this research is to design a sutzeni model in the direction of growth and organizational health and well-being in the social security organization.

In terms of data collection, this research is mixed and descriptive survey. The statistical population of this research includes all the employees of the organization in the insurance and treatment departments, and their number is 67188 people, and the number of samples was selected based on Morgan's table of 380 people, and the sampling method is random clustering. The sampling method in the qualitative stage was purposeful, and the theoretical saturation criterion included 15 experts in the field of management. In the qualitative part, the dimensions, components and objects of the research were explained using the fuzzy Delphi method. In the quantitative part, using the components explained in the qualitative part, a questionnaire was designed and distributed in the target society. After completing the questionnaires, the information was analyzed with SPSS and SmartPLS software. Inferential tests such as structural equations and path analysis have been used to test research questions and modeling.

The results of the qualitative part and Delphi analysis showed that the dimensions of swindling include moral considerations, personal characteristics, external swindling, and official swindling. Also, the dimensions of organizational growth in the social security organization include health and well-being, organizational structure, guaranteeing progress, partnership with others, openness and transparency, nurturing and authority, feedback, readiness for change and organizational trust. The results of the quantitative part and the structural equation test showed that organizational burnout has a significant effect on growth and organizational health and well-being.

Therefore, the research results showed that there is a significant relationship between organizational stress on growth and organizational health and well-being. Also, the results of this study showed that the correct and principled implementation of sutzeni in the social security organization leads to an increase in growth in the organization and affects different dimensions of growth.

One of the most important ways to prevent the spread of corruption and fraud, both at the macro and organizational levels, is whistleblowing. However, whistleblowing has not been never simple action, and whistleblowers are constantly facing pressure, threats, harassment, and even revenge. Therefore, they are required to receive effective and appropriate organizational and legal support.

THEORETICAL FRAMEWORK:

Various studies have mentioned different incentives and barriers to whistleblowing. One of the key factors in encouraging employees to disclose violations is perceived organizational support. If employees feel that the organization supports their disclosure actions, this motivation will help them overcome other barriers and whistle. But the factor that has received less attention in this regard, especially in Iran, is the legal protections perceived by the employees. Due to the ignorance of employees about the legal consequences of whistling in Iran, probably one of the most important obstacles to whistleblowing is the lack of protection by law. Therefore, the current research deals with both organizational and legal support and examines their role in persuading employees to expose the organization's violations. Therefore, the current research examines the effect of perceived legal and organizational support on employees' whistleblowing intentions. The whistleblowing intentions comprised six types of offenses including theft, wasting organizational resources, mismanagement, safety issues, sexual harassment, discrimination, and deliberate violation of the law.

The current research is an applied study based on the survey method. The statistical population encompassed all the employees of private banks in Iran. Due to the uncertainty of the statistical population volume, according to Morgan's table, the online questionnaire was distributed among 384 employees of private banks. The questionnaire's reliability was approved using Cronbach's Alpha coefficient, and its construct validity was assessed by confirmatory factor analysis.

The skewness and kurtosis values for all the variables were from +2 to -2, confirming their normality of distribution. Results for the correlation test indicated that organizational support and legal support were significantly correlated, but there was no significant correlation between whistle intention with legal and organizational support. Detailed results showed that the level of perceived legal and organizational support and whistleblowing intention was almost low. Structural equation modeling was conducted in Amos software to test the research hypotheses. Hypothesis testing indicated that organizational and legal support significantly affected whistle intention. Furthermore, research results indicated a significant difference in whistle intention for different types of violations.

CONCLUSIONS & SUGGESTIONS:

This study had a quantitative approach to employees' views on support and their willingness to whistle. Given the relative novelty of this issue, especially at the organizational level, it can certainly be useful and interesting to adopt a qualitative approach and discover deeper motivations of employees. The present study did examine the employees' behavioral intentions but not their actual behavior. Future studies are suggested to examine the actual whistleblowing behavior by adopting a comparative approach. In general, there is a lack of studies to explain the general position of organizational whistling in both the private and public sectors of the country, and there are no reliable statistics about whistling corruption by employees and the fate of whistleblowers.

From time to time it is heard or seen that some organization or company or economic, financial, political, cultural and educational enterprise has suffered some kind of corruption from inside or outside. So far, various measures have been taken to combat corruption in the country in the form of passing laws and establishing regulatory bodies, but none of these cases have succeeded in the fight against corruption as they should and perhaps have not. For this reason, another approach must be taken in the fight against corruption. In recent years, the focus of leading countries in the fight against corruption has shifted from mere attention to legal structures and institutions to the use of existing capacities in public oversight, or in other words, whistleblowing. Considering the effects and consequences of whistleblowing on the performance of organizations, the present study tries to establish the whistleblowing phenomenon for the first time in the country with a systematic approach and using grounded theory, using the real experiences of current and past whistleblower organizations in the country's cultural context. This model can somehow depict the situation of whistleblowing in the country from whistleblowing inputs to its outputs in a tangible way. In fact, the experience of whistleblowing in this study was in the form of a comprehensive model and what, why, how and expected consequences of this phenomenon were discovered in the cultural context of the country.

One of the characteristics that shows the dynamism of today's organizations is the benefit of organizations from the constructive and useful point of view of employees in order to increase the quality of decisions made in organizations. Therefore, the purpose of this study is to identify the factors affecting the expression of organizational dissent of employees in the university. The method of this research is qualitative and exploratory which has been done using content analysis and archival study. The statistical sample of this research included 120 articles published in valid domestic and foreign scientific databases by searching for keywords and performing the screening process. Finally, 30 works were selected for further review and analysis. The result of literature review and analysis was the extraction of 31 basic themes, 13 organizing themes and 4 comprehensive themes. Findings showed that the factors affecting the willingness of employees to express organizational opposition in 4 main dimensions: personal, communication, organizational and environmental, each of these factors can affect the willingness of employees to express organizational dissent, but the decision to choose the approach of expressing dissent. It depends on which particular issue and factor will be affected in that particular situation at the time of selection, therefore, depending on the circumstances, it is necessary to identify the considerations of each factor and consider the correct approach to expressing organizational dissent of employees.

In recent years, the focus of leading countries in the fight against corruption has shifted from mere attention to legal structures and institutions to the use of existing capacities in public oversight, or in other words, whistleblowing. Our country is also known as one of the emerging countries in this field, which, consequently, focusing on this field can help facilitate and accelerate its movement. Considering the effects and consequences of burning on the performance of organizations, the study of the factors affecting this phenomenon in organizational contexts can be of great importance. Therefore, the present article tries to review the literature on whistleblowing, by conducting a systematic review in the form of a Meta-Synthesis method to formulate a model of maturity of factors affecting whistle blowing in organizations. By systematically searching the articles published in various journals, 57 valid articles out of 210 related articles were evaluated and selected for final review in developing a conceptual model. The final model of maturity of factors affecting whistle blowing by using the relevant methods in the development of maturity model, including four levels of initial, infrastructure, integration and management in the form of five main dimensions of mating, report recipient, violator, violation and organization after receiving Expert opinions were compiled using fuzzy Delphi technique.

Immoral, illegal and corruption activities see in all governmental and non-governmental organizations all over the world but differences are their dimensions and aspects, so it is vitally important that a regulatory system, which is aware of the organization’s details and structural defects, will be exist. Being a controller person with accountability whom they say organization’s voice to answerable officials is required. A person with this character will be named as whistle – blower and her/his movements will be named whistle – blowing in an organization. The purpose of this article is study and discussion this kind of persons and their action and it’s relation with accountability and job satisfaction in the intended organization. The results showed that organization have perfect human capital but the problem is the organization’s culture. Whistle-blowing and defending the whistle-blowers must be making a part of organization’s culture, after that, constructive criticisms and good performances will become visible in the organization. The final outcome will be healthy organization with accountable, clever, satisfied and integrated staff. This construction with these staff will enable organization to survive the leading in the competitive environment. However the survival of organizations in today's competitive world necessitates such competitive advantages.

The purpose of this study was to determine the impact of Islamic ethics on the desire of individuals to whistle and report misconduct and misconduct of other individuals. The research method is applied and correlational. The statistical population of this research is all employees of one of the manufacturing companies located in the industrial town of Kermanshah in 102 people. Using a simple random sampling and Cochran statistical formula, 80 people were selected as samples and scanned. In order to explain the relationship between the variables of the research, the standard questionnaire of Islamic Labor Ali (1998) and collecting information about whistling were used by a researcher-made questionnaire (1396) whose reliability was verified through Cronbach's alpha and its validity through content validity. Data analysis was performed by structural equation modeling using Smart-PLS software. The results of this study showed that Islamic ethics has a positive and significant effect on whistling with path coefficients of 0/908. Given the impact of Islamic work ethics on whistling, It is suggested to managers and organizational leaders Which created the culture of Islamic ethics And encouraging people to talk and make mistakes on the basis of ethics and professionalism.