Things that Influence Employees' Desire to Carry Out Whistleblowing (Study of Indonesian Bank Employees)
Abstract
The objectives of this study are (1) to analyze the influence of knowledge on the intention of Bank Indonesia employees to engage in whistleblowing, and (2) to analyze the role of perceived organizational protection in moderating the influence of knowledge on the intention of Bank Indonesia employees to engage in whistleblowing. This study employs an explanatory research design with an associative nature. The research sample consists of 160 respondents. Data collection was conducted using questionnaires, and data analysis was performed using SmartPLS. The research results indicate that (1) knowledge does not have a significant influence on the intention to engage in whistleblowing; this means that the level of understanding Bank Indonesia employees have regarding violation reporting mechanisms does not necessarily drive their desire to engage in whistleblowing. (2) Perceived organizational protection has a positive and significant influence on the intention to engage in whistleblowing; this means that assurances of adequate protection increase employees' courage to expose misconduct. Furthermore, organizational protection was proven to strengthen the influence of knowledge on the intention to engage in whistleblowing. This implies that employees who understand how to report violations are more likely to take action if they feel the organization is capable of protecting them from intimidation.
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