Hesitate Culture: Hampering Employees to Be a Whistle-Blower

DOI

10.2991/aebmr.k.220128.007How to use a DOI?

Keywords

Fraud; Hesitate; Qualitative Approach; Whistle-blower

Abstract

The purpose of this study is to determine the interest of employees to be whistle-blowers to prevent and detect fraud actions. This research uses a qualitative approach with a case study at Bank XYZ. Collecting data using interview method with selected informants. The study results indicate that employees are interested in being whistle-blowers because they feel the moral responsibility to disclose the activities of the crime, it has an obligation to report because they are protected by law, want to enforce regulations and secure state assets. On the other hand, some employees who are not interested in being a whistle-blower are reasoned that they feel compassion for the perpetrators because it can result in fraud being subject to legal sanctions and possibly being fired. In addition, employees feel that reporting the crime is an unethical action; the complainant is afraid of being threatened by fraud perpetrators and feels hesitate. The hesitate culture formed from the Javanese family environment can hinder employees from being whistle-blowers.

Copyright

© 2022 The Authors. Published by Atlantis Press International B.V.

Open Access

This is an open access article under the CC BY-NC license.

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TY  - CONF
AU  - Lilik Purwanti
PY  - 2022
DA  - 2022/01/28
TI  - Hesitate Culture: Hampering Employees to Be a Whistle-Blower
BT  - Proceedings of the Brawijaya International Conference on Economics, Business and Finance 2021 (BICEBF 2021)
PB  - Atlantis Press
SP  - 47
EP  - 52
SN  - 2352-5428
UR  - https://doi.org/10.2991/aebmr.k.220128.007
DO  - 10.2991/aebmr.k.220128.007
ID  - Purwanti2022
ER  -