The Whistleblowing Of Dispatched Employees And Its Relationship With Perceived Insider Status

As an effective early warning mechanism,the organization can not only protect the public interest,but also reduce the cost of organization and avoid the potential risk with whistleblowing.With the development of market economy,there are many forms of employment in the labor market.In the traditional sense,the dispatched employees are not paid much attention to by the organization,and the relationship between the organization and the dispatched employees is limited to work only.However,as an important part of the organization,how to motivate the dispatched employees'willingness to whistleblowing is a new problem for managers.This research investigated on the dispatched employees through the questionnaire survey,to find out the mechanism that how perceived insider status and organization-based self-esteem influence whistleblowing,and this study also introduced supervisor-subordinate guanxi to explore the mechanism of these four variables.This study selected 376 dispatched employees from Tianjin,Shanxi and other cities as subjects,and we take Perceived Insider Status Questionnaire,Organization-based Self-esteem Questionnaire,Supervisor-subordinate Guanxi Questionnaire and Whistleblowing Questionnaire as measurements to test the research model and have further discussion.The results show that:(1)All four variances as perceived insider status,organization-based self-esteem,supervisor-subordinate guanxi and whistleblowing conduct significant differences at gender,education,nature of work unit and monthly pay.(2)Between perceived insider status and internal whistleblowing a positive correlation has been tested,and negative correlations between perceived insider status and internal whistleblowing and both perceived insider status and non-action.(3)Organization-based self-esteem had totally mediate effects on relationship between perceived insider status and internal whistleblowing,and had partial mediate effects on relationship between perceived insider status and external whistleblowing and non-action.(4)Supervisor-subordinate guanxi had significant moderate effects on the mediate effects of organization-based self-esteem between perceived insider status and external whistleblowing and non-action.The conclusions are(1)Perceived insider status positive predicts dispatched employees' internal whistleblowing,and negative predicts dispatched employees' external whistleblowing and non-action.(2)Organization-based self-esteem had totally mediate effects on relationship between perceived insider status and internal whistleblowing,and had partial mediate effects on relationship between perceived insider status and external whistleblowing and non-action.(3)Supervisor-subordinate guanxi had significant moderate effects on the mediate effects of organization-based self-esteem between perceived insider status and external whistleblowing and non-action.