What is it about?
Employees in high power distance culture organization or country have lower tendency of reporting their managers or supervisors and co-workers for wrongdoing. However, this paper revealed that gender can moderate the effect of power distance culture on whistleblowing intentions. As such, female employees tend to blow the whistle in perceived high power distance culture organizations. Quantitative data was collected from 300 employees in selected private and public organizations and analyzed using hierarchical regression technique.
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Why is it important?
Interesting findings were made. First, it was established that gender moderates the impact of power distance culture on whistleblowing intentions such that female employees are more likely to report both managers and co-workers for wrongdoing than their male counterparts in high power distance societies, but shockingly employees are more likely to report their managers/supervisors than co-workers in low power distance societies. This paper helps to understand the dynamics of the influence of power distance culture on whistleblowing intentions from gender perceptives.
Perspectives
I think this paper is a pioneer article in Africa that statistically established how gender can moderate the influence of power distance culture on whistleblowing which earlier researchers overlooked. Working on this paper has given me deeper understanding of the gender differences when it comes to reporting wrongdoing in organizations. I have no doubt that readers, academics, practitioners and policy makers will find it extremely useful.
Sam Kris Hilton
Kricet Insight, UK
Read the Original
This page is a summary of: Power distance culture and whistleblowing intentions: the moderating effect of gender, International Journal of Ethics and Systems, February 2020, Emerald,
DOI: 10.1108/ijoes-10-2019-0163.
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