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Whistle blowing on organizational wrongdoing is becoming increasingly prevalent. However, the renewal of existing literature reveals that every potential whistle blower is not always inclined to blow the whistle, despite protection being accorded to whistleblowers through legislation. The cost of blowing the whistle can be a deterrent to potential whistle blowers. zit is quite plausible that an organisational culture which institutionalizes a dominant value based system can decrease whistle blowers expectations of retaliation. The purpose of this article is to provide conceptual framework for a dominant value enacted organisational culture which can serve as an impetus for whistle blowing in the public sector. It is important that organizations make their value systems "lived" practices to motivate potential whistleblowers to report on wrongdoing. It can be argued that the institutionalisation of enacted values can lead to low perceptions of retaliation, which is often a deterrent in blowing the whistle.

One of the factors that motivate someone to become a whistleblower is demographic factors such as gender and ethnicity. Another factor that can motivate someone's intention to do whistleblowing is managerial status. High-level managers, have positive perceptions about whistleblowing and may do whistleblowing, so the authors are interested in examining the influence of the seriousness of violations, demographic factors and organizational factors on whistleblowing intentions. The sample in this study is the financial section of the Central Java Regional OJK Work Unit. The number of samples in this study were 86 respondents because they felt they could represent the total number of accountants. Based on the discussion in this study, the researcher concludes that several results of the study stated that the saverity of the violation had a significant positive effect on whisteblowing intention, That is, if the level of severity is more serious, then one's intention to do whistleblowing will increase.

PurposeThis paper revisits the claim of Vinten (1993) in this journal that whistleblowing is achieving prominence as a question of social policy.Design/methodology/approachIt examines literature from social and health policy to focus on the importance of whistleblowing and the policies that may encourage whistleblowing. However, it finds little extant academic literature in social policy, and so it turns to examine documents on whistleblowing in the British National Health Service such as NHS Inquiries, Parliamentary Debates, Parliamentary Committee Reports and government documents.FindingsIt is found that whistleblowing has not achieved prominence as a question of social policy in nearly 30 years since Vinten's argument. However, it argues that whistleblowing should be an issue for social policy as it is clear that whistleblowing can save lives.Practical implicationsIt supports the growing Parliamentary agenda for legislative change for whistleblowers.Originality/valueThis is one of the first articles on whistleblowing in a Social Policy journal for nearly 30 years and provides an argument that the discipline should pay more attention to a topic that can save lives.