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首页> 外文期刊>Business Ethics >Whistleblowing in a changing legal climate: is it time to revisit our approach to trust and loyalty at the workplace?
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Whistleblowing in a changing legal climate: is it time to revisit our approach to trust and loyalty at the workplace?

机译：在不断变化的法律氛围中举报：是时候重新审视我们在工作场所信任和忠诚的方法了吗？

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摘要

This article suggests that the introduction of employment protection rights for whistleblowers has implications for the way in which trust and loyalty should be viewed at the workplace. In particular, it is argued that the very existence of legislative provisions in the United Kingdom reinforces the notion that whistleblowing should not be regarded as either deviant or disloyal behaviour. Thus, the internal reporting of concerns can be seen as an act of trust and loyalty in drawing the employer's attention to wrongdoing. Equally, external whistleblowing may result from a worker's belief that he or she also has a loyalty to the wider society. Given that the interests of employees do not necessarily coincide with those of their employer and that whistleblowers sometimes suffer reprisals, the author concludes that it is inappropriate to impose a contractual duty to report concerns. Instead, employers should endeavour to promote a culture of openness and create confidence in the mechanisms they provide for whistleblowing.
机译：本文认为，为举报人引入就业保护权利对在工作场所应如何看待信任和忠诚度具有影响。特别是，有人认为，联合王国立法条文的存在加强了这样一种观念，即不应将举报视为不正当行为或不忠行为。因此，内部举报可以被视为信任和忠诚的举动，以引起雇主对不法行为的关注。同样，外部举报可能是由于工人相信自己也对更广泛的社会忠诚而引起的。鉴于雇员的利益不一定与雇主的利益相吻合，举报人有时会受到报复，因此作者得出结论认为，施加合同义务来报告问题是不适当的。取而代之的是，雇主应努力促进开放的文化，并对提供举报的机制充满信心。

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  • 来源
    《Business Ethics》 |2011年第1期|p.71-87|共17页
  • 作者

    David Lewis;

  • 作者单位

    Law Department, Middlesex University, London, UK;

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