Antecedents and Outcomes of Retaliation Against Whistleblowers: Gender Differences and Power Relationships
研究调查了举报人是否因性别不同而遭受更多报复，发现女性感知到的报复更多，且男性和女性在报复的前因和后果上存在显著差异，报复对女性再次举报的决策有正向影响。
Whistle-blowing represents an influence attempt in which organization member(s) try to persuade other members to cease wrongdoing; sometimes they fail; sometimes they succeed; sometimes they suffer reprisal. We investigated whether women experienced more retaliation than men, testing propositions derived from theories about gender differences and power variables, and using data from military and civilian employees of a large U.S. base. Being female was correlated with perceived retaliation. Results of structural equation modeling showed significant gender differences in antecedents and outcomes of retaliation. For men, lack of support from others and low whistleblower's power were significantly related to retaliation; for women, lack of support from others, serious wrongdoing, and the wrongdoing's direct effect on the whistleblower were significantly associated with retaliation. Retaliation in turn was negatively related to relationships with the supervisor for both men and women, and positively related to women's—but not men's—decisions to blow the whistle again, using external channels. We finish by discussing implications for theory and practice.