Abstract
Intra-firm whistle-blowing is a mechanism that effectively suppresses the problem of entrusted agents within enterprises. Although China has already issued some whistle-blowing laws and many companies have established internal whistle-blowing systems, there are still loopholes in the existing internal whistle-blowing systems of enterprises. The internal whistle-blowing department of the enterprise is virtually empty and has little effect. Many employees observe the existence of wrongdoing but do not choose to report it. Internal problems of the company are still frequent. Foreign scholars have made some achievements in the study of corporate employees’ willingness to whistle-blowing for a few decades, and China’s research on employees’ willingness to report is still lacking. This article reviews the influencing factors of employee’s willingness to blow the whistle, makes an outlook for future research, and puts forward constructive suggestions for improving the internal whistle-blowing system in China.
Highlights
The word “whistle-blowing” originated in sporting events, referring to referees who whistled to stop illegal or foul behavior (Qusqas & Kleiner, 2001) [1]
Whistleblowers were divided into two categories: 1) internal; 2) external (Miceli, 1984) [3]. This definition is consistent with the definition used by the Merit System Protection Council (MSPB) “Employees reporting illegal or wasteful activities in government operations”
Due to the differences between the the effective whistle-blowing influencing factors model and the research on the willingness to whistle-blowing in this study, this article, from the perspective of the willingness to whistle-blowing, modifies the individual factors in the model and joins the existing research hotspots for reporting intentions to sort out the literature
Summary
The word “whistle-blowing” originated in sporting events, referring to referees who whistled to stop illegal or foul behavior (Qusqas & Kleiner, 2001) [1]. Whistleblowers were divided into two categories: 1) internal (using whistleblowers reporting within the organization); 2) external (using whistleblowers reporting from outside the organization) (Miceli, 1984) [3] This definition is consistent with the definition used by the Merit System Protection Council (MSPB) “Employees reporting illegal or wasteful activities in government operations”. Near and Miceli (1995) proposed an effective reporting model, focusing on the factors that effectively terminate the wrongful behavior [7]. The effective influencing factor model has divided the five aspects of effective reporting from the three parties involved in the reporting activities: the whistleblower characteristics, the characteristics of the report recipients, and the characteristics of the wrongdoers. This article is based on the effective whistle-blowing influencing factors model of Near and Miceli (1995) to build a literature review and review of the employees’ willingness to report [7]. Due to the differences between the the effective whistle-blowing influencing factors model and the research on the willingness to whistle-blowing in this study, this article, from the perspective of the willingness to whistle-blowing, modifies the individual factors in the model and joins the existing research hotspots for reporting intentions to sort out the literature
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