Examining Factors Influencing Whistle-Blowing Intention in the Banking Sector in Kitwe, Zambia

Chanda Shikaputo; Michael Sinkala; Bruce Mwiya

doi:10.59413/ajocs/v7.i3.31

Authors

Chanda Shikaputo School of Business , Copperbelt University Author
Michael Sinkala School of Business , Copperbelt University Author
Bruce Mwiya School of Business , Copperbelt University Author

DOI:

https://doi.org/10.59413/ajocs/v7.i3.31

Keywords:

Whistle-Blowing, Intention, Moral Intensity, Organisational Commitment, Professional Commitment

Abstract

This article employs a quantitative correlational research design to investigate the factors influencing whistle-blowing intention among bank employees in Kitwe, Zambia. The objectives were to examine the influence of attitude toward whistle-blowing, moral intensity, organisational commitment, professional commitment, and religiosity on whistle-blowing intention. The theory of planned behaviour and parasocial behaviour was used in the research, incorporating Cohen’s guidelines for interpreting correlation results and exploring the significance levels of p<0.05 and p<0.01. The results are based on information gathered from a questionnaire study of 238 bank employees. Statistical Package for Social Sciences (SPSS) version 23 and Microsoft Excel were used to draft data analyses. Furthermore, the correlation between independent variables (attitude toward whistle-blowing, moral intensity, religiosity, professional commitment, and organizational commitment) and whistle-blowing intention exhibits strong positive correlations. Hierarchical multiple regression analyses further validate the significance of these relationships, with moral intensity, religiosity, professional commitment, and organisational commitment proving to be influential factors. The hypothesis testing results confirm that attitude toward whistle-blowing is not significantly correlated with whistle-blowing intentions. However, moral intensity, organisational commitment, professional commitment, and religiosity are all positively correlated, supporting the respective hypotheses. Moreover, the implications of these findings are discussed, emphasising the importance of protective measures for whistleblowers and organisational support to enhance whistleblowing intentions. The research contributes to knowledge by addressing contextual gaps and laying the foundation for future studies on whistle-blowing intention in Zambia.

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