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As an effective tool for disclosing misconduct in organizations, whistleblowing has been championed worldwide. A well-designed whistleblowing mechanism
and proper process will enhance the integrity of organizations and society.
This study examines bystanders’ sociodemographic characteristics, internal whistleblowing choices, and reporting intentions. The paper-and-pencil survey research method was conducted among 109 administrative employees working for a company located in Thailand. The findings reveal that a hotline externally administered is preferred to an internally administered channel due to the concern for whistleblower protection and non-disclosed identity. Age and marital status were significantly associated with a positive experiential attitude and intention toward whistleblowing functions, consistent with prior research. Whistleblowing experiences through existing hotlines established in the organization matter in terms of how employees perceive the outcomes of the whistleblowing process. This research substantiates the idea that the choices of the whistleblowing administration and procedures regarding the misconduct reporting process influence the extent to which employees evaluate the potential outcomes of whistleblowing. The findings also confirm that whistleblower protection and non-disclosed identity are critical for employees. This research suggests the preferred choice of hotline administration as a guideline for designing whistleblowing procedures and offers realistic insights regarding whistleblowing administration from respondents working full time where a hotline is in place and is actively monitored. Generalizability may however be limited.
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