چارچوب سوت زنی در سازمان های دولتی ایران با رویکرد نظریه داده بنیاد

Abstract
Organizational whistleblowing is a process used to report ethical and legal violations within an organization or work environment. On the other hand, ethical and legal violations in government organizations may occur in the form of corruption, abuse of power, and violations of laws. Therefore, organizational whistle-blowing in this area can play a very important role in identifying and dealing with these violations. This research is qualitative, developmental, interpretive and inductive, which was implemented with the foundation's data approach. The statistical population of the research consists of twelve university experts and participants who were whistleblowers themselves and were selected by a judgmental method. After selecting the participants, the research questions were answered through semi-structured interviews. After reviewing and analyzing the obtained interviews, 350 initial codes were obtained, of which 175 abstract concepts, 42 sub-categories and 17 main categories were obtained. In this way, the factors; individual and punitive policies as causal conditions; micro contextual factors, macro contextual factors and norming as contextual factors; Role players, incentives for whistle-blowing and disruptors as intervening factors, triple support, soft strategies, hard strategies, whistle-blowing protection policies, and regulatory bodies as strategies. Social-economic, individual-moral and organizational-legal consequences were identified as the consequences of whistle-blowing in Iran's government organizations. The presented model can be a basis for planning organizations to re-use the experiences, knowledge, expertise and skills of retirees in professional and non-professional jobs. Adopting organizational whistleblowing and creating a legal mechanism to manage reports is also critical. These include establishing a legal process for investigating and following up on reports, protecting whistleblowers, and imposing legal consequences for ethical and legal violations.
Introduction
Organizational whistle-blowing is a process used to report ethical and legal violations within an organization or work environment. The main goal of this action is to promote transparency and ethical behavior within the organization. People who blow the whistle are known as "whistleblowers". Organizational whistle-blowing plays a very vital role in government organizations. Here, public property and government authority are managed, so transparency and maintaining ethics are vital. On the other hand, ethical and legal violations in government organizations may occur in the form of corruption, abuse of power, and violations of laws. Therefore, organizational whistleblowing in this area can play a very important role in identifying and dealing with these violations.
Case study
The case study of the current research is to present the framework of whistle-blowing in Iran's government organizations from the perspective of academic experts and active whistle-blowers as experts in this field.
Materials and Methods
This research is qualitative, developmental, interpretive and inductive, which was implemented with the foundation's data approach. The statistical population of the research consists of twelve university experts and participants who were whistleblowers themselves and were selected by a judgmental method. After selecting the participants, the research questions were answered through semi-structured interviews.
Discussion and Results
After reviewing and analyzing the obtained interviews, 350 initial codes were obtained, of which 175 abstract concepts, 42 sub-categories and 17 main categories were obtained. In this way, the factors; individual and punitive policies as causal conditions; micro contextual factors, macro contextual factors and norming as contextual factors; Role players, incentives for whistle-blowing and disruptors as intervening factors, triple support, soft strategies, hard strategies, whistle-blowing protection policies, and regulatory bodies as strategies. Social-economic, individual-moral and organizational-legal consequences were identified as the consequences of whistle-blowing in Iran's government organizations.
 
 
Conclusion
Whistle-blowing in the Islamic Republic of Iran is an emerging phenomenon and is still in its initial stages both in the field of research and in the field of implementation. Many countries have formulated their own whistle-blowing laws and approved them in their parliaments, and our country should also legalize this phenomenon faster in order to support whistle-blowing. The presented model can be a basis for planning organizations to re-use the experiences, knowledge, expertise and skills of retirees in professional and non-professional jobs. Adopting organizational whistleblowing and creating a legal mechanism to manage reports is also critical. These include establishing a legal process for investigating and following up on reports, protecting whistleblowers, and imposing legal consequences for ethical and legal violations. The following strategies can be used to increase whistle-blowing in Iran's government organizations: Awareness: For the success of the whistle-blowing program, make sure that all employees are familiar with this program. And you can use events, awareness sessions, and educational texts to raise awareness; Witness Protection: Ensure that witnesses or reporters are protected. Whistleblower protection laws are important so that people can more confidently report issues; Reporting system: A safe and reliable system for reporting issues, such as a safety deposit box or an online system, is important. This system must ensure confidentiality and trustworthiness.