Abstract
ABSTRACT Little is known about the factors that influence whistleblowing for contingent workers. This study compares the whistleblowing intentions of 146 traditional full-time and contingent workers. We find that contingent workers are significantly less likely to whistleblow than traditional full-time workers. Some of these differences in whistleblowing intentions appear to be due to feelings of powerlessness, organizational citizenship behavior, and organizational commitment that workers have in relation to their organizations. We offer future research ideas, implications for practice, and practical suggestions to encourage whistleblowing by contingent workers. JEL Classifications: M49.
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