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  • Winter 2020
  • Article
  • Seattle University Law Review

Unsubstantiated Allegations and Organizational Culture

By: Eugene F. Soltes
  • Format:Print
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Abstract

When organizations investigate allegations of misconduct, they routinely determine that some allegations are unsubstantiated. A variety of factors may contribute to the conclusion that an allegation does not warrant substantiation, including a lack of supporting evidence, false claims against others within the organization, and a failure to conduct a thorough inquiry. This Article examines the potential value of examining unsubstantiated allegations of misconduct to better understand an organization’s culture. I show that unsubstantiated allegations provide insight into where future violations may occur, employees’ proclivity to engage in subsequent violations, and firm productivity. I conclude by discussing ways that organizations can address and overcome obstacles associated with examining unsubstantiated allegations data to further understand organizational cultures.

Keywords

Misconduct; Organizational Culture

Citation

Soltes, Eugene F. "Unsubstantiated Allegations and Organizational Culture." Seattle University Law Review 43, no. 2 (Winter 2020): 413–439.
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About The Author

Eugene F. Soltes

Accounting and Management
→More Publications

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More from the Author
  • Paul Weiss: Fighting or Negotiating with POTUS By: Eugene Soltes and Anthea Brady
  • What Makes Managers’ Private Disclosures Informative? Evidence from Professional Investors By: Michael Durney, Hoyoun Kyung, Jihwon Park and Eugene F. Soltes
  • Corporate Misconduct’s Relevance to Society through Everyday Misconduct By: Eugene Soltes
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