Abstract:
De George’s Theory of Whistle-blowing explains an individual’s whistle-
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it does not adequately explain why only some people blow the whistle.
This theoretical paper proposes a framework combining the theories
of Principled Organizational Dissent, Resource Dependency, and Moral
Conation to address the theoretical gaps in De George’s Theory of Whistle-
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mediate the relationships between personal principles, personal cost of
reporting, personal responsibility for reporting, evidence of wrongdoing
and whistle-blowing intention. Further, based on the Theory of Moral
Conation, this paper suggests that the moral conation capacities of
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The main theoretical contribution of the paper is that it addresses three
theoretical gaps inherent in De George’s Theory of Whistle-blowing. The
proposed framework’s managerial implications include establishing
a supportive culture for implementing human resource management
systems which promote individual whistle-blowing behaviour. In addition,
this study opens up avenues for future research to use morality as a key
concept in studies related to whistle-blowing.
