A Study into the Relationship Between Whistleblowing, Organizational Commitment and Personal Ethical Values: Hirschman’s Exit, Voice and Loyalty in Tourism

Abstract

Presently, unethical practices are a major concern in almost every sector. Among these industries is tourism. Requiring large expenditure of labor in particular is one of the causes underlying frequently observed unethical practices. The efforts to prevent such issues are of the utmost value for the sector’s long range sustainability, productivity, and economic contributions. The aim of this study is to discuss the results of the tourism employees with ethical values and high organizational commitment to disclose or not to disclose unethical practices in the enterprise within the framework of Hirschman's Exit, Voice and Loyalty theory and to enhance the understanding the consequences of whistleblowing. Under normal circumstances, an employee with serious ethical concerns and strong organizational commitment is expected not to remain silent about any unethical behavior. However, individuals are not frequently taken actions. From time to time, an employee may choose to take no action and ignore unethical behaviors. They may think that these misconducts will disappear or leave the organization in the belief that nothing in the organization will change nor will be as it should be. In this sense, in the study, the relationship between whistleblowing, personal ethical values and organizational commitment has been conceptually discussed and evaluated in terms of the tourism industry within the framework of Hirschman's Theory.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 6 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.