Whistleblowing In Nursing Practice

Whistleblowing is the disclosure by a former or current staff member in the organisation of illegal, immoral or illegitimate practices, policies or person that may wrong or harm a third party (Mansbach & Bachner, 2010).

Deciding if one should blow the whistle is often an extremely stressful and difficult decision for employees within an organisation. Employees often have to choose between the public good and loyalty towards their colleagues, supervisors or even employers (Mansbach, Kushnir, Ziedenberg & Bachner, 2014).

Encouraging a pro-whistleblowing culture promotes effective and clear communication in the organisation which allows the reduction of misconducts, frauds or malpractices. Whistleblowing also bring the management’s or regulatory

Nurses are responsible to ensure that patients under their care are given safe, effective and ethical care. This meant that when nurses observe harmful practices, it is of their ethical principles to report such wrongdoings to safeguard patients or colleagues against incompetent, unethical and illegal practices. This is complied with the SNB standard of practice where nurses have responsibility and accountability to ensure safe, competent and ethical nursing care for their patients (Singapore Nursing Board, 2011).

Nurses based their practices on moral and ethical principles to do good to patients. Therefore, when nurses witness wrongdoings in the organization, it will be against their principles of beneficence to do good and non-maleficence to prevent or do no harm to patients (Couteur, Ford & McLachlan, 2010) if they choose not to

In healthcare, the dilemma becomes even more complicated because patients are at a vulnerable position (Mansbach et al, 2014). Nurses can choose not to report their colleague or management’s wrongful behaviour but by doing so, they may be violating their basic professional commitment as patient’s advocate to protect their well-being (Mansbach et al, 2014). This is especially complicated when the nursing profession has a contractual or legal duty to report (Lewis, 2007). Nurses worry that if they report, they may be victimised and if they do not, they may be punished for breaching of contract.

The belief that the management or relevant authorities will not take necessary action to prevent further harm is one of the main reason why nurses do not report wrongdoings (Lewis, 2007). Nurses chose not to report wrongdoings of fellow colleagues due to reasons such as friendship, fear of being labelled as snitches and whistleblowers and concerned about retribution for reporting such as having their work performances criticised (Dunn, 2005). Nurses also fear of retaliation and stigmatism associated with “troublemaker” when reporting misconduct (Burman & Dunphy,