Nur Zafifa Kamarunzaman

Reporting Misdeeds: An Evaluation on Intention to Blowing the Whistle

 Abstract—The aims of this study are two folds, to identify whether intention to whistle blow exists; and to ascertain the relationship between perceived organizational support, channel of communication, attitude and intention to blow the whistle. The study was conducted in seven public offices in West Malaysia, involving 511 employees. The findings indicate that all the predicted elements are moderately associated with the act of whistle blowing. On the other hand, channel of communication is proven to be the most dominant variable where the existence of facilities to complaint is seen as the driver for employees to move forward and tell the truth. Moreover internal programs held by the organizations also supported the findings, as a powerful tool to create awareness of the importance to blow the whistle within the organization setting; while fair and just treatments by the organization have generated trust and confidence amongst the employees where they feel empowered and belongingness. Whistle blowing is also perceived as a new commitment by the respondents as reflecting their loyalties to the organization.

The extension of the retirement age: Decent or deprived

The study aims to provide an insight on the extension of the retirement age as unnecessary in Malaysia therefore will look at the cost and benefit analysis to this matter. Malaysian government has announced the new retirement age from 58 to 60 years old. Many believed that this new policy provides more opportunities for elderly to stay in the organization and continue their proficiency as well as work capability. In reality, this action is seen to provide only immediate solution to this issue, and opening up to more problems to the government especially on the increasing operational cost. In this matter, we suggest the community development to take over the role of caring for the elderly in the country.

Integrity and Organizational Environment

From the late 1990s until the early 2000s, the word “integrity” has been popularized among Malaysians along with the establishment of the Malaysian Integrity Institute (IIM) in 2004. Integrity refers to the quality of having strong moral principles in the society and this encompasses employees in an organizational setting. Having the fact that human beings intend to behave guided by their personal interests, integrity is seen able to curb the negativity of such act to ensure organizational goals could be attained. In reality, deciding what is an ethical behavior is much easier compared to executing the act. This is one of the challenges faced by most managers all over the world as they are responsible for setting examples of ethical behavior and assisting employees to make ethical choices. Moreover, an organization also plays an important role to promote moral acts among the employees such as creating an ethical environment in the workplace together with relevant rules and regulations. Thus, this article has the aims to (1) discuss factors determining ethical behaviors, (2) expound the importance of managerial roles in exercising business ethics, (3) posit approaches that make an ethical manager, and (4) analyze integrity in an organizational environment.

Notice of Retraction The extension of the retirement age: Decent or deprived

The study aims to provide an insight on the extension of the retirement age as unnecessary in Malaysia therefore will look at the cost and benefit analysis to this matter. Malaysian government has announced the new retirement age from 58 to 60 years old. Many believed that this new policy provides more opportunities for elderly to stay in the organization and continue their proficiency as well as work capability. In reality, this action is seen to provide only immediate solution to this issue, and opening up to more problems to the government especially on the increasing operational cost. In this matter, we suggest the community development to take over the role of caring for the elderly in the country.

RETRACTED ARTICLE: The extension of the retirement age: Decent or deprived

The study aims to provide an insight on the extension of the retirement age as unnecessary in Malaysia therefore will look at the cost and benefit analysis to this matter. Malaysian government has announced the new retirement age from 58 to 60 years old. Many believed that this new policy provides more opportunities for elderly to stay in the organization and continue their proficiency as well as work capability. In reality, this action is seen to provide only immediate solution to this issue, and opening up to more problems to the government especially on the increasing operational cost. In this matter, we suggest the community development to take over the role of caring for the elderly in the country.

Whistle blowing intention in relation to perceived organizational support, attitude to whistle blow, channel of communication among public servant

The aims of this paper are two folds, to identify as to whether intention to whistle blow exists; and to ascertain the relationship between perceived organizational support, channel of communication, and the attitude of those who with intention to blow the whistle. The study has undertaken population study in one of the Northern Regions public office which consists of 400 populations in total. At least 204 public servants were involved in this research as the respondents. Data were collected through self-administered questionnaire. The findings indicated that there exists intention to whistle blow on the part of the within the organization (mean=4.059). Further analysis discovered that there are positive relationships between all variables with regards to the intention to blow the whistle. Channel of communication is the most dominant variable that drives the respondents to act morally in the organization.

Too good to leave, too bad to stay: Anti-retaliation precautionary measures for whistle blowers

Whistle blowing is an act of exposing the wrongdoings in an organization, either committed by its members of the lower level or the top management. Many have agreed that whistle blowing is an effective means of deterring and detecting organizational mishaps. Whistle blowers have been referred to as ‘canaries in the coal mine’. The idea of telling the truth however, may result in exposure to uncontrolled risk by the whistle blower. The extent to which the whistle blower is protected and safe after information is leaked to the public or the relevant authority remains unknown. In the Malaysian context, whistle blowing is not new. Being honest is a custom among Malaysians. Honesty is deeply rooted in Malaysian culture and is supported by the high value Malaysian place on spiritual belief which also put a premium on moral virtue. But being loyal to the management is another thing. A critical issue that whistle blowers face is the tension between the virtues of honesty and the virtues of loyalty. The ethical dilemmas faced by the whistle blowers place them in situations where there are significant and difficult ethical conflicts. Recently, the Parliament of Malaysia has passed the Whistle Blowing Protection Act which was seen as an holistic approach to cover all Malaysians who were willing to blow the whistle. Some do not feel confident that such program under the Act can be accomplished in Malaysia as the Malaysian culture believing ‘keeping things to ourselves’. Thus the paper intends to explore the anti-retaliation precautionary factors mediate by the culture that will most likely explain motivational issues subordinates face in publicizing the wrongs that are harmful to the organization in Malaysia.