衡量科索沃共和国公务员对告密的看法

IF 1.1 Q3 PUBLIC ADMINISTRATION
Shpresa Kaçiku Baljija, A. Rustemi
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引用次数: 1

摘要

摘要2018年,科索沃共和国议会批准了《举报者保护法》,为该国公共和私营部门的举报者保护制度奠定了基础。根据起草保护举报人立法的国际原则,该法律为举报不法行为提供了三个渠道,并为举报人提供了免受任何形式报复的保护。注意到缺乏公共部门举报的机构数据,在这篇研究文章中,在2019年9月至11月期间,对科索沃公务员个人(n=400)进行了一项调查,以收集与激励和/或劝阻举报决定的因素有关的主要数据。根据科索沃立法对公务员制度的定义范围,在国家和地方各级国家行政部门收集了数据。在这篇文章中,研究结果表明,法律保障的免受任何形式报复的保护不足以让科索沃公务员支持举报的决定,因为他们担心各自家庭成员的安全和身体完整。法律并没有为公务员举报提供经济激励。数据显示,在不同级别的公务员中,对负责官员的信任、保护数据机密性和匿名性等组织指标缺乏令人满意的信任。根据公务员提出的关切和保护举报人的国际标准,为推进科索沃的举报人制度,提出了以下可采取行动的建议:1)改进对公务员提供的关于举报人立法、组织程序、举报人保护和权利的培训;2) 制定支持员工举报的策略。这些策略将包括让举报人获得专业服务的计划,如压力管理、咨询和法律服务;3) 加强对举报人及其各自家庭成员身体完整性的安全措施;4) 建立鼓励举报的激励措施,如经济奖励。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Measuring Whistleblowing Perceptions among the Civil Service of the Republic of Kosovo
Abstract In 2018, the Parliament of the Republic of Kosovo approved the Law on the Protection of Whistleblowers, setting up the foundations of the whistleblower protection system for the public and private sectors in the country. In line with the international principles for drafting legislation for the protection of whistleblowers, the law provides three channels for reporting wrongdoing and grants protection against any form of retaliation for whistleblowers. Noting the absence of institutional data on whistleblowing in the public sector, for this research article, a survey was implemented with individual members of civil service in Kosovo (n=400), during the period from September to November 2019, to collect primary data related to factors incentivizing and / or discouraging the decision to whistleblow. Data were collected at the national and local levels of state administration, as per the scope of the definition of the civil service by Kosovo legislation. In this contribution, research results reveal that the protection against any form of retaliation guaranteed by the law is not sufficient for members of civil service in Kosovo to support the decision to whistleblow, as concerns arise for the security and physical integrity of their respective family members. Law does not provide financial incentives for civil servants to whistleblow. Data reveal that a satisfactory level of trust is missing on organizational indicators such as trust in the responsible officer, protection of data confidentiality and anonymity, across different levels of categories of civil service. In line with the concerns voiced by members of civil service and international standards for whistleblower protection, the following actionable recommendations are proposed to advance the whistleblowing system in Kosovo: 1) Improve the provision of training for members of civil service on whistleblowing legislation, organizational procedures, whistleblower protection, and rights; 2) Establish strategies to support employees for whistleblowing. Such strategies would include programs enabling whistleblowers access to professional services such as stress management, counseling, and legal services; 3) Enhance security measures for the physical integrity of whistleblowers and their respective family members; 4) Establish incentives to encourage whistleblowing, such as financial rewards.
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来源期刊
CiteScore
2.70
自引率
18.20%
发文量
10
审稿时长
6 weeks
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