Syftet med den här uppsatsen är att analysera hur ett framtida specifikt skydd för visselblåsare bör se ut i svensk lag. Norsk rätt till skydd för visselblåsare och Europarådets krav på sådan lagstiftning analyseras och jämförs för att kunna besvara syftet. Svensk rätt ger idag ett visst skydd för visselblåsare, dock erhåller alla inte samma skydd eftersom yttrandefriheten enbart gäller mot det allmänna. Det partiella skydd som finns är svåröverskådligt eftersom regleringen finns inom flera olika rättskällor. I norsk rätt har alla rätt till yttrandefrihet i anställningsförhållandet. Anställda har också rätt att varsla om kritikvärdiga förhållanden när det sker på ett försvarligt sätt, då råder ett repressalieförbud. I övrigt ska interna system införas när förhållandena kräver det. Europarådet ställer en rad krav som ska uppfyllas i en skyddslagstiftning för visselblåsare. Framförallt ska lagstiftningen erbjuda ett heltäckande skydd som ger ett säkert alternativ jämfört med att hålla tyst om oegentligheter som pågår. En jämförelse mellan den norska rätten och Europarådets krav visade att de är överensstämmande. Vid jämförelsen mellan svensk rätt och det norska systemet åskådliggjordes det att de båda systemen i grunden är lika. Skillnader finns dock vilket leder till att det i Norge finns ett starkare skydd för visselblåsare. Slutsatsen om hur ett svenskt skydd bör se ut blev mycket likt det norska systemet. För det första bör de svenska grundlagarna ändras så att yttrandefriheten gäller i alla anställningar. För det andra ska alla arbetstagare ha rätt att slå larm om oegentligheter och andra missförhållanden på arbetsplatsen på ett försvarligt tillvägagångssätt. När de kriterierna är uppfyllda råder ett repressalieförbud. Eventuellt kan det också införas lagkrav på att arbetsgivaren ska införa interna system för visselblåsning, dock enbart när förhållandena kräver det.

I den här studien intervjuas 13 diakoner i Svenska kyrkan om profetisk diakoni och vadde behöver för att utföra den. Syftet med studien är att undersöka diakoners syn påprofetisk diakoni och dess dilemman, kostnader och utmaningar. Slutsatsen är att diakonerna är mycket positivt inställda till profetisk diakoni, men de harsällan tid att ägna sig åt den – kyrkans struktur och ledarskap komplicerar arbetet. Dessutom upplever diakonerna att deras vigningslöften om att arbeta profetiskt kan varamycket tunga att bära och svåra att leva efter, vilket kan utlösa moralisk stress. Diakonerna vill att diakonrollen uppgraderas och ges större frihet, samt att kyrkansledare gå före och visar vägen. / <p>En artikelversion av uppsatsen publicerades i Svensk Kyrkotidning 9/2014, sid 271-273.</p>

Although IS studies have begun to recognize the role of emotion in decision making, the research in this area is still in its infancy. The exploration of IS decision making phenomena through the lens of regret can offer rich implications to both research and practice. The presence of regret, for instance, can explain how and why IS decision makers choose a certain option. Motivated by the gap in the literature, the three papers in this dissertation investigate the role of regret in decision making in IS contexts. Specifically, the three projects investigate the following: IT real options decision in the context of RFID investment in libraries, whistle-blowing decision in the context of violations of heath information privacy, and process documentation decision in the context of investment in process improvement initiatives in an IT project. The contributions and implications of the three studies are presented further.

M.Com. (Business Management) / South Africa as a country is struggling with the impact and consequences of fraud and corruption. This problem is driven by mostly white-collar crime and organisational wrongdoing. One of the largest banks in the country is losing in excess of R200m per annum as a result of internal fraud and corruption. This study aims to investigate the factors that influence whistleblowing as a measure to remediate this problem. For the sake of this study, whistle-blowing is defined as the reporting of illegal, immoral or illegitimate practices to people or institutions that can correct these wrongdoings. If the employees and the organisation better understand the drivers that promote effective whistleblowing, it could in turn help to expose these wrongdoings and thereby limit the negative impact on the organisational stakeholders and society in general. The research method used was quantitative, aimed at discovering patterns and/or causal relationships that could shed light on the factors that impact whistle-blowing. This study applied statistical methods to critically test the research results. The statistical analysis highlighted some of the key variables that influence the determinants of whistle-blowing. These findings revealed trust, knowledge, character and situation as the key variables that correlate to whistle-blowing determinants. It rejected motives, prevention, gender, level of education and employment duration as whistle-blowing determinants. The study concludes by providing recommendations to both the organisation and the prospective whistle-blower in this regard.

The use of whistle-blowing as means to curb unethical behaviour of police officers in the Nelson Mandela Bay is investigated in this study. In order to investigate this, various instruments were used, these are interviews and questionnaires. However the objectives of the study were: - To examine the implementation of whistle-blowing in the SAPS. - To develop strategies and measures that can be used to encourage whistle-blowing in the SAPS. Broadly speaking, these objectives have been achieved by providing empirical evidence which shows that: - Unethical behaviour by police officers is the most ethical challenge facing police officers in the Nelson Mandela Bay Area. This is based on the findings which eminate from the interviews. - Whistle-blowing is used by police officers as an early warning system that alerts the superiors about misconduct before it is too late as it defects and deters wrongdoing. However, the study suggests various strategies and measures to assist the implementation of whistle-blowing. These strategies include: - Development of hotlines. - Assurance of confidentiality and anonymity of disclosures. - Response plan development. - Training development. - Regarding whistle-blowing as an ongoing communication. This study also indicates that misconduct by police officers in the Nelson Mandela Bay area is not high. While whistle-blowing is considered as a key tool in promoting individual responsibility and accountability among police officers. In conclusion, recommendations are provided which could assist the SAPS and individual police officers to improve ethical conduct, and for improved measures and mechanisms to deal with unethical behaviour of police officers and recommendations for improved implementation of whistle-blowing process.

The diploma work addresses the application of ethical code into banking. It deals with business ethic and ethical code of Československá obchodní banka, Inc. The thesis analyses the original ethical code of the bank and engages in the implementation of the new ethical code which includes, among others, “The Whistle Blowing Policy”. The diploma work brings a cross-sectional survey of the employees of Československá obchodní banka, Inc. about their awareness and ability to fulfil the principles of the ethical code. The bank was recommended possible solutions based on the results of the survey.

Academic integrity, while important for all students, is especially so for those enrolled in nursing programs. Nurses are entrusted by the public to care for those in need from birth through death. A nursing student who graduates through dishonest means jeopardizes the safety of patients in their care. Nursing faculty need to understand the scope of academic integrity violations and develop meaningful, targeted interventions to show students the harm their actions could cause. The purpose of this dissertation is to explore undergraduate nursing students’ knowledge and perceptions of academic integrity and to specifically look at their willingness to report peer violations. This dissertation study was a collaborative effort among three doctoral students. Using a research team-modified version of McCabe’s Academic Integrity Survey as well as a research team-created Knowledge Assessment, 442 nursing students were surveyed. Results confirm a hesitation to report peers for violations of academic integrity. Students’ ability to neutralize their behaviors as harmless, their desire to remain loyal to their peers, and age act as positive predictive variables for willingness to report peer violations. Additionally, participants’ perceptions of the severity of various offenses and their perceptions of their faculty’s support for academic integrity policies are positively correlated with willingness to report peer violations. Program improvement strategies, such as implementing an honor code, were supported by participants and may help foster a culture of academic integrity that promotes peer reporting. Lastly, a targeted intervention designed for nursing students to promote academic integrity and peer reporting is explored.

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Following the collapse of Arthur Andersen in the Enron debacle, whistle-blowing within audit firms has taken on greater importance. Given the profession's requirements to be confidential, independent and to act in the public's interest, there is a need for a model that addresses auditors' whistle-blowing intentions. This thesis presents a conceptual model on whistle-blowing intentions among external auditors, where individual-led antecedents influence whistle-blowing intentions, but are moderated by isomorphic and issue-specific factors. Survey questionnaires were administered to 226 external auditors, and 18 individual interviews as well as 2 focus groups were conducted in Barbados. Results indicated that individual antecedents (attitudes, perceived behavioural control, independence commitment, personal responsibility for reporting, and personal cost of reporting) were significantly related to internal whistle-blowing, but only perceived behavioural control was significantly related to external whistle-blowing. Partial support was found for the moderating effects of perceived organizational support, moral intensity, team norms and group cohesion on the relationships between the majority of the independent variables (attitudes, perceived behavioural control, independence commitment, personal responsibility for reporting and personal cost of reporting) and internal whistle-blowing. However, partial support was found for the moderating effects of perceived organizational support, moral intensity, team norms iii and group cohesion on the relationships between fewer independent variables and external whistle-blowing. Overall, respondents preferred anonymous internal channels of reporting, and showed a general reluctance to report externally. The presence of an open-door policy, ethics partners, hotline, on-going training and clearly defined policies could encourage whistle-blowing. Further implications for research and practice are discussed.

The unauthorised disclosure of official information has caused embarrassment to successive governments regardless of political affiliation. At times, the disclosure of highly important documents pertaining to national security has reportedly caused immeasurable harm to the defence of the realm and damaged international cooperation. The protection of national security may however be used as a shield behind which malpractice can occur. Use of the Official Secrets Acts to prosecute Crown Servants for the unauthorised disclosure of information damaging to the reputation of government has proved controversial. Crown servants operate in an environment whereby a relationship of trust and loyalty is paramount to the running of government in a democratic society. Crown servants, however, remain in a unique position to witness acts of malpractice or maladministration. When other checks and balances fail, the Crown servant is faced with the unenviable prospect of allowing the malpractice to continue or to blow the whistle. This thesis provides an assessment of the existing officially prescribed mechanisms for Crown servants to blow the whistle and the position of the Crown servant as a journalistic source. It considers Crown servants in the Civil Service and is extended to provide two distinct case studies of servants in the UK intelligence community and members of the UK armed forces. This thesis critically evaluates the available whistleblower procedures alongside the current mechanisms used to hold the government and its departments to account, concluding that there are significant gaps in the current processes. Comparative analysis of other jurisdictions is used to bolster understanding with the objective of providing a number of key recommendations to provide strong, viable, alternatives to unauthorised disclosures.