By Marcia P. Miceli
This is a research-based ebook on whistle-blowing in organisations. the 3 famous authors describe stories in this very important subject and the results of the study and thought for organizational habit, managerial perform, and public coverage. long ago few years there were severe advancements, together with company scandals, that have referred to as public cognizance to whistle-blowing and feature ended in the 1st complete federal laws to guard deepest area whistle-blowers (the Sarbanes-Oxley Act). This book is the 1st to combine those new advancements in an analytic and empirically grounded method of whistle-blowing in organisations.
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Additional resources for Whistle-blowing in Organizations (Lea's Organization and Management Series)
Sample text
On the other hand, an important fact is that these percentages show that retaliation as perceived by the whistle-blower occurs in less than half of all cases, by some estimates, far less than half. Thus, its occurrence is not an inevitable consequence for federal whistle-blowers. But what is not clear is the extent to which the findings extend to other types of organizations. , for-profits and not-for-profits), the incidence of retaliation is more difficult to assess. To date, the only known random sample of employees from private employers involved directors of internal auditing, of whom only 6% suffered retaliation (Miceli, Near, & Schwenk, 1991).
Another important disadvantage is that data are available for only a few variables, and not necessarily those variables that the researcher wishes to study. , where measures include participants’ perceptions of a situation and their reactions to it) to some degree, simply by having measures separated in time. Unfortunately, such data are extremely hard to obtain (Mesmer-Magnus & Viswesvaran, 2005) for many reasons, and the external and internal validity of such studies may be questionable. ). Also, respondents who have already suffered or fear future retaliation are unlikely to participate in samples where their identity is known, for obvious reasons.
Although these laws appear to protect whistleblowers, a 1976 study of OSHA showed only 20% of the complaints filed that year were considered valid. About half of these claims were settled out of court, and of the 60 claims taken to court, only one was won. S. Equal Employment Opportunity Commission (EEOC) dismissed 90% of employees’ charges (Karr, 1998b). 3% of the more than 75,000 charges of discrimination filed with the EEOC (Society for Human Resource Management, 2007). Such numbers are far out of line with the perceptions of employees in general, when surveyed anonymously, as described previously.