Issuing Body

Mississippi State University

Advisor

Rush, Christine L.

Committee Member

Emison, Gerald A.

Committee Member

French, Edward P.

Committee Member

Shaffer, Stephen D.

Date of Degree

1-1-2017

Document Type

Dissertation - Open Access

Degree Name

Doctor of Philosophy

College

College of Arts and Sciences

Abstract

This dissertation seeks to advance the base of both whistleblowing and procedural justice literature. Building upon previous whistleblowing and procedural justice literature is accomplished through analysis of how organizational, demographic, and legislative factors contributing to whistleblowing shape employee perceptions of procedural justice. The act of whistleblowing has garnered considerable attention over the course of the past several decades. Employee disclosures of organizational wrongdoing have shaped influential research focusing on the characteristics of whistleblowers, organizational conditions contributing to whistleblowing, the motivations and intentions of whistleblowers, as well as both the personal and professional consequences of employees engaging in whistleblowing. These literary advancements have contributed to a robust base of scholarly knowledge concerning whistleblowing. However, previous research has neglected employee perceptions of procedural justice as it relates to the processing of whistleblowing disclosures. Utilizing data derived from regulatory agency employee responses to the Federal Employee Viewpoint Survey, along with Office of Special Counsel Annual Reports to Congress, this research aims to fill a literary gap concerning both whistleblowing and procedural justice research. This research examines the role of organizational, demographic, and legislative factors as they influence employee perceptions of procedural justice within a whistleblowing context. The findings of this research suggest that while the annual proportion of whistleblower disclosures substantiated by agency review and the introduction of federal whistleblower legislation does not correlate with increased employee perceptions of procedural justice, organizational demographics such as supervisory status and employee intention to remain with their respective agency consistently contribute to higher annual perceptions of procedural justice.

URI

https://hdl.handle.net/11668/16644

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