東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

Deciding to blow the whistle: How in...

Lavena, Cecilia Florencia.

Linked to FindBook

Google Book

Amazon

博客來

Deciding to blow the whistle: How individual and organizational factors influence the reporting of wrongdoing in the federal government.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Deciding to blow the whistle: How individual and organizational factors influence the reporting of wrongdoing in the federal government./
Author:	Lavena, Cecilia Florencia.
Description:	292 p.
Notes:	Source: Dissertation Abstracts International, Volume: 75-01(E), Section: A.
Contained By:	Dissertation Abstracts International75-01A(E).
Subject:	Political Science, Public Administration. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3600634
ISBN:	9781303508318

Deciding to blow the whistle: How individual and organizational factors influence the reporting of wrongdoing in the federal government.
Lavena, Cecilia Florencia.

Deciding to blow the whistle: How individual and organizational factors influence the reporting of wrongdoing in the federal government. - 292 p.

Source: Dissertation Abstracts International, Volume: 75-01(E), Section: A.

Thesis (Ph.D.)--Rutgers The State University of New Jersey - Newark, 2013.

The act of blowing the whistle on wrongdoing is essential to good government, yet it poses an ethical dilemma to the individual, the organization and society. Using a mixed methods approach, the aim of this dissertation is to examine the individual and organizational factors that facilitate or impede whistleblowing in the US federal government. A logistic regression analysis of survey data collected by the Merit Systems Protection Board, covering 36,926 federal employees from 24 agencies, is employed to examine various individual and organizational factors empirically. In addition, qualitative data from 18 original in-depth interviews with federal whistleblowers were gathered to provide a better understanding of the influences involved in the decision about whether or not to blow the whistle. Findings from the quantitative analysis suggest that, although whistleblowing is a rare event within most federal agencies, its likelihood is positively associated with norm-based and affective work motives, but negatively associated with job satisfaction and several key indicators of organizational culture, including perceptions of respect and openness, cooperativeness and flexibility in the work setting, and fair treatment and trust in the supervisor. The qualitative interview findings revealed similar themes but also suggested additional, more detailed explanations of why public employees blow the whistle in the federal government. Specifically, when asked about the factors associated with their whistleblowing, interviewees frequently mentioned intrinsic individual motives linked to their personal upbringing and values and their commitment to serving the larger public. They also pointed to the existence of a maladapted and unethical work environment that ignored or covered up wrongdoing and threatened to punish whistleblowers. This indicates intrinsic individual motives, particularly those associated with norm-based and affective work motivations, along with perceptions of the existence of an unethical work environment and organizational culture, should be taken into account when developing and sustaining policies to promote ethical behavior and responsible public service in the federal government.

ISBN: 9781303508318Subjects--Topical Terms:

1017438
Political Science, Public Administration.

Deciding to blow the whistle: How individual and organizational factors influence the reporting of wrongdoing in the federal government.
LDR:03234nam a2200301 4500 001 1962264
005 20140805105009.5
008 150210s2013 ||||||||||||||||| ||eng d
020 $a 9781303508318
035 $a (MiAaPQ)AAI3600634
035 $a AAI3600634
040 $a MiAaPQ $c MiAaPQ
100 1 $a Lavena, Cecilia Florencia. $3 2098311
245 1 0 $a Deciding to blow the whistle: How individual and organizational factors influence the reporting of wrongdoing in the federal government.
300 $a 292 p.
500 $a Source: Dissertation Abstracts International, Volume: 75-01(E), Section: A.
500 $a Adviser: Gregg G. Van Ryzin.
502 $a Thesis (Ph.D.)--Rutgers The State University of New Jersey - Newark, 2013.
520 $a The act of blowing the whistle on wrongdoing is essential to good government, yet it poses an ethical dilemma to the individual, the organization and society. Using a mixed methods approach, the aim of this dissertation is to examine the individual and organizational factors that facilitate or impede whistleblowing in the US federal government. A logistic regression analysis of survey data collected by the Merit Systems Protection Board, covering 36,926 federal employees from 24 agencies, is employed to examine various individual and organizational factors empirically. In addition, qualitative data from 18 original in-depth interviews with federal whistleblowers were gathered to provide a better understanding of the influences involved in the decision about whether or not to blow the whistle. Findings from the quantitative analysis suggest that, although whistleblowing is a rare event within most federal agencies, its likelihood is positively associated with norm-based and affective work motives, but negatively associated with job satisfaction and several key indicators of organizational culture, including perceptions of respect and openness, cooperativeness and flexibility in the work setting, and fair treatment and trust in the supervisor. The qualitative interview findings revealed similar themes but also suggested additional, more detailed explanations of why public employees blow the whistle in the federal government. Specifically, when asked about the factors associated with their whistleblowing, interviewees frequently mentioned intrinsic individual motives linked to their personal upbringing and values and their commitment to serving the larger public. They also pointed to the existence of a maladapted and unethical work environment that ignored or covered up wrongdoing and threatened to punish whistleblowers. This indicates intrinsic individual motives, particularly those associated with norm-based and affective work motivations, along with perceptions of the existence of an unethical work environment and organizational culture, should be taken into account when developing and sustaining policies to promote ethical behavior and responsible public service in the federal government.
590 $a School code: 0461.
650 4 $a Political Science, Public Administration. $3 1017438
650 4 $a Sociology, Organizational. $3 1018023
650 4 $a Ethics. $3 517264
650 4 $a Sociology, Public and Social Welfare. $3 1017909
690 $a 0617
690 $a 0703
690 $a 0394
690 $a 0630
710 2 $a Rutgers The State University of New Jersey - Newark. $b Public Administration. $3 2098312
773 0 $t Dissertation Abstracts International $g 75-01A(E).
790 $a 0461
791 $a Ph.D.
792 $a 2013
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3600634