Standing Up or Standing By: What Predicts Blowing the Whistle on Organizational Wrongdoing?

By Marcia P. Miceli, Janet P. Near. 2005

122 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Information Systems and Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/c3ebac9cbe816eb94157e5f4ed100b037141c4e0

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Citations in the corpus

From Inaction to External Whistleblowing: The Influence of the Ethical Culture of Organizations on Employee Responses to Observed Wrongdoing (2009, unknown): “Employees are a “critical” (Miceli, Near & Dworkin, 2008: 2), “increasingly impor- tant” (Miceli & Near, 2005: 100) source for detecting wrongdoing (Miethe, 1999).”
Bullying in the workplace: definition, prevalence, antecedents and consequences (2010, background): “They may even experience that rumors about this “disloyal” worker are spread around widely, including in other companies, making it difficult for the person to obtain another job (Miceli & Near, 2005).”
Making Sense of Whistle-Blowing's Antecedents: Learning from Research on Identity and Ethics Programs (2009, background): “Miceli and Near (2005) argued that the most effective stakeholders for reducing the occurrence of unethical behaviors in organizations were the employees of the organizations.”
Rank and File Employees and the Discovery of Misreporting: The Role of Stock Options (2016, unknown): “Chadha (2005) report that wrongdoing that spans longer time periods is likely to be severe, and potentially more likely to have a whistleblower (Miceli and Near, 2005).”
Silence is golden? Characteristics and experiences of self-reported whistleblowers (2011, background): “As a remedy to some of the methodological challenges presented previously, future whistleblowing studies should strive to attain multiple sources of data (Jos et al., 1989; Miceli & Near, 2005a), including external validation, such as court hearings and other formal documents.”
Predicting employee reactions to perceived organizational wrongdoing: Demoralization, justice, proactive personality, and whistle-blowing (2012, background): “Unfortunately, the usual advice to authors about using longitudinal designs or designs in which supervisors’ perceptions or other data are paired with the respondents’ data, to address CMV and to help ascertain cause−effect relationships, is extremely difficult to adapt to study whistle-blowing, as ”
Ethics, Values, Virtues, and Character Strengths in Mindfulness-Based Interventions: a Psychological Science Perspective (2015, background): “When organizations (or individuals within them) are engaging in harmful or unethical practices, employees are believed to be the most effective source of corrective action (Miceli and Near 2005).”