The Influence Of Humble Leadership On Whistle-blowing Intention Of Employees:the Mediating Effect Of Psychological Ownership Of Organization

Since the twenty-first Century,the dissemination and transmission of information has become more convenient and faster than ever before,thanks to the rapid development of Internet technology.As an open organization composed of a large number of members,enterprises are more being exposed under the supervision of internal and external stakeholders.The little-known unethical,irregular and even illegal wrongdoings that are hidden in the organization is being constantly into people's vision,such as invasion of privacy,employee bribery,financial fraud,and so on.People find that these acts not only have a bad impact on the society,but also make the enterprises suffer great losses.How to avoid the occurrence of such incidents,has become the focus of peoples'attention.In order to save this issue,scholars in the field of management provide their solution.They hope exterminate these wrongdoings in the bud,through employees'whistle-blowing.However,employees' intention to blow whistle is usually not strong,influenced by Chinese traditional culture,along with the fear of retaliation caused by whistle-blowing,and restricted by the hierarchy in organization and the effect of information' decline.In order to inspire and improve the employee's willingness to blow whistle,and utilizing whistle-blowing of employees to deal with the wrongdoing in organization,many scholars have explored the mechanism of how the whistle-blowing intention generates.Part of them have researched the influence of leadership on the whistle-blowing intention.Illuminated by these studies,this study have researched the intrinsic mechanism of the influence of humble leadership on employee's whistle-blowing intention,based on the social cognition theory and the psychological ownership theory,from the perspective of psychological ownership of organization.This study takes empirical research as the paradigm.A random survey is implemented,employees participating it who distribute in more than ten firms which are around Hubei,Guangdong,Zhejiang and other places.A total of 218 questionnaires were receipted,including 196 valid questionnaires.Then,reliability,validity,correlation and regression had been analyzed,and the moderate effect had been examined.Next,this study comes to such conclusions:(1)Humble leadership can significantly enhance whistle-blowing intention of employees,and the more humble leadership behaviors the leaders show,the higher whistle-blowing intention of employees are;(2)Humble leadership can help employees generate psychological ownership of organization,and the more humble leadership behaviors the leaders show,the stronger psychological ownership of organization is;(3)Psychological ownership of organization can inspire whistle-blowing intention of employees,and the stronger psychological ownership of organization is,the higher whistle-blowing intention of employees is;(4)Psychological ownership of organization partly mediates the relationship between humble leadership and whistle-blowing intention of employees.After the above conclusions are drawn,these conclusions are also discussed in this paper.At the same time,we get some enlightenment in term of management practice.Finally,this paper points out the limitations of this study and the possible directions for future research.