Thesis (Ph.D.)--University of Nebraska-Lincoln, 2008. / Title from title screen (site viewed Mar. 5, 2009). PDF text: viii, 129 p. : col. ill. ; 844 K. UMI publication number: AAT 3330849. Includes bibliographical references. Also available in microfilm and microfiche formats.

Thesis (Ph. D.)--University of Hawaii at Manoa, 2004. / Includes bibliographical references (leaves 71-80).

Thesis (Ph. D.)--University of Hawaii at Manoa, 2004. / Includes bibliographical references (leaves 71-80).

Thesis (M.S.)--Virginia Polytechnic Institute and State University, 1993. / Vita. Abstract. Includes bibliographical references (leaves 115-117). Also available via the Internet.

Thesis (Ph. D.)--Indiana University of Pennsylvania. / Includes bibliographical references.

Thesis (Ph. D.)--Washington State University, December 2006. / Includes bibliographical references (p. 99-109).

Lwethulwa ukufeza izidingo zeziqu zo-buDokotela kunzululwazi emnyangweni weZilimi zabomdabu eNyunivesithi yakwaZulu. = Submitted in fulfilment of the requirements of the Doctor of Philosophy in the Department of African Languages, at the University of Zululand, South Africa, 2009. / Ekudukeni kokukhuluma okuqanjwa ngabantu kutholakala imilozi idwanguza idinga ongayeqela ukuze ithole umthamo wayo ongalandelwa. Njengoba iqanjwe ngabantu kumele igcinwe futhi ithole ukunonophaliswa ngoba ayipheli olimini lwabantu kuphela nje ukuthi banokungayinaki abantu kepha bayayenza. Le milozi eqanjwa ngokuzwakala endlebeni njengesitho esingagcwali kulokho esikulalelayo senza iqambeke futhi ibe nobumtoti obuhamba nolimi lwesiZulu. Isahluko sokuqala sidingida, sihlahle indlela ebalulekile emsebenzini ozoqhutshwa ngayo. Umehluko kuso isahluko uveziwe wokuthi inhloboni yemilozi okubhalwa ngayo. Umklamo uqoqile uveza amanoni ngemilozi azothintwa kwashiywa amanangananga angadingekile ukuze indlela icace. Isahluko sikubeka kucace ukuthi ngobani labo abazohlomula behlomula uma benzenjani. Ongcweti nochwepheshe badaluliwe kuso isahluko ngenhloso yokunonophalisa umsebenzi ukuze umsebenzi ufakaziseke. Isahluko sesibili siveza imilozi ngokwahlukana kwayo njengoba itholakala yenzeka kuyo imvelo ezungeze abantu. Kulesi sahluko kutholakala imilozi eyenziwa izinyoni kuphela. Kwazona zehlukanisiwe ngokwehlukana kwazo njengoba zivela kubantu zibakhombisa izimo ezingefani. Lezo zimo kuyinhlanhla, amashwa nokubika imvula. Kuso isahluko kutholakala nokuthuthukisa ulimi ngalokho imilozi ekuqukethe nokuyinkulumobuthule edalulwa ukwenza kwezinyoni okufundwa ngezikwenzayo. Isahluko sesithathu siqukethe imilozi eyenziwa izilwane ezingafuyiwe zasendle. Lezo kube indlovu, ibhubesi, ubhejane nezinye. Zehlukaniswe ngenhloso yokuthi zona zinokuthile okudinga kutholakale kuzo kucoshelelwe ukuthi zinokubaluleka okungakanani esintwini esingamaZulu. Siqhubekile isahluko sethula imibuzo engazo nanenkulumobuthule eyethulwa yizo izilwane lezi. Ukubaluleka kwazo kuthinte nobumqoka bazo ekuqambekeni kwezibongo zaMakhosi nokuzimbandakanya kwazo ngobungozi bazo kwabangaMakhosi oselwa. Isahluko sesine sethula imilozi eqondene nemikhando yabantu. Siqalisa ngokuchaza okudinga kwazeke ngendlela imilozi engahlaziywa ngayo. Isahluko sethule ukuhlaziya ngoba imilozi ifuna ukukhanyisa kafuphi okutholakala kuyo okunobunkondlo. Ukubumbeka kwayo ngaphandle nangaphakathi nokunye. Isahluko sisaqhubeka nokuveza ongoti abasibona isidingo sokuthola ubunkondlo ngayo. Asigcini isahluko ngokuthola lokho kepha siqhubeka naleyo milozi eqondene nemikhando yabantu nalokho ekwenza kubo. Imilozi eqondene nemikhando kungasatshalalwa nakho konke okukhandwe ngabantu, kwakhethwa leyo enobumqoka kubo. Isahluko sesihlanu sidalula okuhlaziywa ngemilozi ukuthi ubumqoka bayo esintwini esingamaZulu ithini. Amaphuzu alandelene aveza ubumqoka nokubaluleka kwemilozi nabonakale ngokucwaningwa kwayo ngenkathi izihloko zicutshungulwa. Siqhubekile isahluko sesihlanu saveza izincomo ezithamundwe zalandelana ngenhloso yokugqamisa okutholakala kulahleka olimini lwesiZulu. Isiphetho sisonge konke okwethuliwe sabuye sanenezela ngokuphosa inselelo kulabo abangabukela phansi ubumtoti obutholakala ngemilozi.

The author examined whether contextual variables impact internal auditors' self-assessed likelihood of whistleblowing. The author synthesized a theoretical framework and developed research hypotheses that predict relationships between the self-assessed likelihood of whistleblowing and (1) magnitude of the consequences (2) channels of communication and (3) type of wrongdoing. To test these hypotheses, the author provided internal auditors (n=123) with a scenario and asked them to self-assess the likelihood of reporting evidence of a malfacation to their internal audit director even though their audit manager told them to ignore the wrongdoing.

Magister Theologiae - MTh / South Africa has progressed towards the realisation of an expressive culture of disclosure. Significant implementation and enforcement of the Protected Disclosures Act (26 of 2000 – hereafter referred to as “the Act” or “the PDA”) of South Africa has assisted to enforce the practices and protections provided in terms of the enabling laws and a societal culture which is receptive to and respectful of whistle blowers. This thesis seeks to make a contribution to the discourse on whistle blowing and the PDA from an ethical perspective, by means of using ethical concepts and analysing and discussing ethical dilemmas to provide a greater understanding of the real cases of whistle blowing that has occurred. Various aspects of whistle blowing are defined and reviewed with reference to Hans Jonas’s theory of an ethics of responsibility. One such aspect is the idea of collective responsibility as understood by Hans Jonas. Hans Jonas describes responsibility; in terms of the future responsibility present individuals have as a collective in order to ensure that the future human being are able to actively engage in the world with the same familiarities as is experienced today. This thesis will investigate, more specifically, the contribution made by Hans Jonas’s theory of responsibility in understanding the PDA in terms of an ethics of responsibility. The research question is posed and attempts to discuss and analyse whether Hans Jonas’s theory of an ethics of responsibility may help to identify, analyse and assess ethical issues embedded in the Protected Disclosures Act 26 of 2000.

Workplace corruption is a serious problem in South Africa which threatens to undermine our hard earned democracy. The devastating effects of workplace corruption are immeasurable and can lead to a major downfall of the sound economic development that people of this country have achieved. Awarding of tenders to incompetent and ill-prepared tenderers, recruiting and unfairly appointing unqualified candidates, contravening Health and Safety laws and endangering lives of the public are but few of the examples of corrupt activities that individuals and organizations commit. Disclosure of information about organizational malpractice is known as whistle-blowing. Individual employees are usually the first ones to know if any wrongdoing is taking place. It is choices that these individuals make which determine whether wrongdoing continues unnoticed or is exposed early enough. Whistle-blowing has been identified as an important tool that can assist organizations to detect internal problems and ultimately stop them before they become an emergency. In an effort to promote a culture of whistle-blowing, South Africa has developed legislation which seeks to address the problem of workplace corruption. The Protected Disclosures Act (No. 26 of 2000), otherwise known as the 'Whistle-blowers Act' makes provisions in terms of which employees in both the public and private sector who disclose information of corrupt conduct by their employers of fellow employees, are protected from occupational detriment. Eskom has its own whistle-blowing policy which in line with the requirements of the Protected Disclosures Act, seeks to address the problem of corruption within the organization. However, the increasing level of workplace corruption since the adoption of the Whistle-blowing policy seems to be alarming in the Eastern region. Certain Eskom departments in the Eastern Region, particularly the Contact Center, have lost a significant number of their staff to dismissals as a result of corruption and fraud. This is an indication that Eskom has committed itself as to be a corrupt free organization. However dismissing corrupt individuals cannot always be the best solution as it often has devastating effects to the organization in the long run. The application of Systems thinking tools, particularly the diagrams has been used in the study in order to uncover the underlying issues resulting to observed symptoms around whistle-blowing. Using a systematic approach this study investigated the views of managerial employees, non managerial employees and trade union leaders with regard to efficacy of the whistle-blowing policy in the Eastern Region. Managerial employees who were interviewed showed relative lack of understanding of the whistle-blowing policy and implications thereof. Non managerial workers who were interviewed during the course of this study also showed fear and preoccupation about saving their jobs rather than risk losing their careers by being conquerors of corruption. The findings further showed that organizational culture seems to concentrate mainly on understanding customer needs. This practice indicates that externally generated change takes precedence over proactive internal development. As Eskom is driven by the need to adapt to its ever-changing environment (in order to survive) this reduces the focus on internal developments, that is, creating the environment that is conducive for whistle-blowing to flourish. There does not seem to be effective mechanisms in place that could facilitate the disclosure of organizational misconduct in such a manner that it would benefit both individual (employees) disclosing wrongdoing and Eskom. Unintended consequences of dismissals seem also to be overlooked. The research concludes by recommending the greater use of the policy. This would entail intervention by top management, vigorous awareness campaigns and demystification of whistle-blowing. / Thesis (M.Com.)-University of KwaZulu-Natal, Durban, 2005.