3 Factors affect the decision of being a whistleblower
Whistleblowers play an important role in exposing fraud, corruption, and other unethical practices. Without them, serious misconduct can remain hidden within an organization.
But what makes someone decide to blow the whistle?
There is no single answer. Researchers have studied many factors that can influence this decision. One important finding is that fairness and loyalty often compete with each other.
When fairness is more important than loyalty, people may be more willing to report wrongdoing. When loyalty to colleagues, leaders, or the organization is stronger, they may choose to stay silent.
Research such as The Whistleblower’s Dilemma and the Fairness-Loyalty Tradeoff explores this conflict. Another study, The Psychology of Whistleblowing, also highlights the role of fairness and loyalty in whistleblowing decisions.
Understanding these factors can help companies create a workplace where employees feel safe speaking up about misconduct.
Three Factors That Influence Whistleblowing Decisions
Three key factors can affect whether someone decides to become a whistleblower:
- Personal factors
- Situational factors
- Cultural factors
Let’s look at each one.
1. Personal Factors
One personal factor that can influence whistleblowing is locus of control.
Locus of control refers to how much people believe they can control what happens in their lives.
People can generally have an internal or external locus of control.
Internal locus of control
People with an internal locus of control believe their actions can influence outcomes. They are more likely to feel that they can make a difference when they see wrongdoing at work.
As a result, they may be more willing to report misconduct. They may see speaking up as their responsibility.
In this situation, fairness can become more important than loyalty. The person believes that reporting wrongdoing is the right thing to do.
External locus of control
People with an external locus of control are more likely to believe that outcomes are outside their control.
They may think that reporting misconduct will not change anything. They may also believe that someone else should take responsibility.
This can make them less likely to become whistleblowers.
For organizations, this highlights the importance of making employees feel empowered. Employees who believe they can make a difference may be more willing to take action when they see fraud or misconduct.
2. Situational Factors
Personal values are only part of the decision.
Even employees who strongly believe in fairness may hesitate to report misconduct if they do not feel safe doing so.
This is where situational factors come into play.
The workplace environment can have a major impact on whether employees speak up. A clear and trusted whistleblowing system can make reporting easier and safer.
Organizations can encourage reporting by:
- Raising awareness about fraud, misconduct, and the importance of whistleblowing.
- Providing accessible reporting channels, such as hotlines, secure online platforms, and third-party whistleblowing systems.
- Protecting whistleblowers from retaliation, discrimination, and other negative consequences.
- Creating a supportive culture where fairness and integrity are valued.
- Making the reporting process clear, so employees know where and how to report concerns.
Without these safeguards, employees may choose to remain silent. This can happen even when they know that misconduct is taking place.
For this reason, many companies invest in professional whistleblowing systems. A secure system can give employees a confidential way to report concerns without fear of unnecessary exposure.
For example, Integrity Indonesia offers the Canary Whistleblowing System (CWS). The system provides anonymous reporting, multiple reporting channels, and multilingual support.
By removing some of the barriers to reporting, organizations can make it easier for employees and other stakeholders to speak up.
3. Cultural Factors
Culture can also influence how people view whistleblowing.
Research suggests that people from collectivist cultures may view whistleblowing differently from people in more individualistic cultures.
In collectivist cultures, people often place a strong value on group relationships and harmony. This can include loyalty to colleagues, managers, and the organization.
As a result, reporting a colleague or superior may sometimes be seen as an act of betrayal.
In more individualistic cultures, personal values and individual responsibility may carry more weight. This can make people more willing to report wrongdoing when they believe something is unfair or unethical.
However, culture does not determine how every individual will behave. Personal values, workplace policies, leadership, and the severity of the misconduct can also affect the decision.
For businesses operating in Indonesia and other Southeast Asian countries, this is an important consideration.
Companies can help overcome cultural barriers by making one message clear:
Whistleblowing is not about betraying colleagues. It is about protecting the organization from wrongdoing.
When employees understand that reporting misconduct is part of their responsibility, they may feel more comfortable speaking up.
Why Understanding Whistleblowers Matters for Your Company
Whistleblowers can help companies identify problems before they become bigger risks.
Their reports can uncover:
- Fraud and financial misconduct
- Corruption and bribery
- Conflicts of interest
- Workplace misconduct
- Policy violations
- Other unethical behavior
However, employees are less likely to report these issues if they believe nothing will happen or if they fear retaliation.
This is why companies need more than an anti-fraud policy on paper.
They also need a workplace environment where people feel safe, supported, and encouraged to speak up.
Understanding personal, situational, and cultural factors can help organizations build a stronger whistleblowing framework.
A well-designed framework shows employees that:
- Fairness and integrity matter.
- Misconduct will be taken seriously.
- Reports will be handled appropriately.
- Whistleblowers will be protected.
Over time, this can strengthen trust between employees, management, and other stakeholders.
Empower Whistleblowers With the Right System
Encouraging employees to speak up starts with giving them the right tools and protection.
At Integrity Indonesia, we offer the Canary Whistleblowing System, a secure, multi-channel, and customizable solution for companies across industries.
With CWS, employees and third parties can report misconduct through multiple channels and in different languages. The system is designed to protect confidentiality and make reporting easier.
A strong whistleblowing system can help your organization detect misconduct, reduce risks, and build a stronger culture of integrity.
If you want to protect your company and empower people to speak up, a professional whistleblowing system can be an important part of your risk management strategy.
