This paper investigates the relationship between organizational climate drivers and whistleblowing intention through a cross-sectional study in Selcuk University in Turkey. Contrary to our expectations, the findings do not fully support the existing literature and the hypotheses underpinning this research. While the work environment in faculties and institutes of Selcuk University seems to portray an overall positive organizational climate, lecturers, researchers, and research assistants have expressed a deep reluctance in the likelihood to sound the alarm in case they witness wrongdoings and malpractices committed by their supervisors and fellow colleagues. The investigation reveals that some organizational climate drivers such as organizational justice, morale, leader credibility and mobbing are consistently associated with informal whistleblowing intention while only individual autonomy is bound with formal whistleblowing intention. Nevertheless, the outputs highlight individual autonomy and morale to have negative impact on whistleblowing intention which is opposite to our expectation. Furthermore, the findings do not support the assumption relating to the mediating role of trust and safety climate in the relationship between organizational climate drivers and whistleblowing intention.