Table 1.
Dimensions, higher order, and lower order themes.
| Dimension | Higher-order theme | Lower-order theme |
|---|---|---|
| Personal | Demographics | Age |
| factors | Gender | |
| Culture | ||
| Education | ||
| Religion | ||
| Experience | ||
| Work history | ||
| Managerial experience | ||
| Duration with organization | ||
| Morality | Moral intensity | |
| Moral identity | ||
| Moral reasoning | ||
| Moral competence | ||
| Moral perception | ||
| Moral conviction | ||
| Moral development | ||
| Moral obligation | ||
| Moral courage | ||
| Moral disengagement | ||
| Attitudes | Whistleblowing | |
| Policy | ||
| Wrongdoing | ||
| Money | ||
| Personality | Honesty | |
| Risk aversion | ||
| Locus of control | ||
| Traits | ||
| Personal disposition | ||
| Mood | ||
| Individual propensity | ||
| Beliefs | Self-confidence | |
| Self-efficacy | ||
| Perceived behavioral control | ||
| Emotion | Anger | |
| Anxiety | ||
| Hopelessness | ||
| Ethical | Personal ethics | |
| Legitimacy | ||
| Adherence to principals | ||
| Ethical training | ||
| Professional ethics | ||
| Feelings toward | Trust | |
| organization | CommitmentIntentions to stay/leave | |
| Role identity | ||
| Value of whistleblowing within organization | ||
| Responsibility | Personal responsibility | |
| Role responsibility | ||
| Displacement of responsibility | ||
| Need to correct wrongdoing | ||
| Justice | ||
| Job | Job security | |
| Job satisfaction | ||
| Workload | ||
| Role benefits | ||
| Salary | ||
| Performance evaluation | ||
| Organizational | Characteristics | Structure |
| factors | Size | |
| Unionization | ||
| Type of industry | ||
| Stability | ||
| Reputation | ||
| Professional standards | ||
| Identification | ||
| Dependence on wrongdoing | ||
| Attachment to project | ||
| Leadership | Ethical management | |
| Managerial reactions | ||
| Communication | ||
| Manager practices | ||
| Dissimilarity between manager and employee | ||
| Moral Code | Ethics | |
| Climate | ||
| Regulations | ||
| Protection | Legal protection | |
| Previous Incidents | ||
| Policies/procedures | ||
| Costs and | Costs | Perceived personal costs |
| Benefits | Benefits | Financial |
| Incentives | ||
| Personal | ||
| Societal | ||
| Benefit-to-cost differential | ||
| Outcome | Organizational | Impact |
| expectancies | Effectiveness | |
| Expectancy | ||
| Personal | Future career | |
| Hostility | ||
| The offense | Characteristics | Severity |
| Type | ||
| Frequency | ||
| Intentionality | ||
| Duration | ||
| Reporting | Mechanisms | Anonymized vs. Non-anonymized |
| Reporting system | ||
| Channel of communication | ||
| Processes | ||
| Opportunities | ||
| The | Demographics | Status/Rank |
| Wrongdoer | Fault | |
| Reputation | ||
| Relationship | Status/Rank of whistleblower in relation to wrongdoer | |
| Wrongdoer's knowledge of potential whistleblower | ||
| Relationship with wrongdoer | ||
| Purposes | Punish/Hurt wrongdoer | |
| Help | ||
| Social factors | Group | Presence of bystanders |
| Cohesion | ||
| Interests | ||
| Social confrontation | ||
| Peer invalidation of wrongdoing | ||
| Approval | ||
| Support | Social support | |
| Supportive communication among peers | ||
| Norms | Cultural norms | |
| Social norms | ||
| Subjective |