基于情绪事件理论的员工非理性外部揭发机理研究

Investigation on Employees' Irrational External Whistleblowing Based on Affective Event Theory

外部揭发是员工将组织的不当行为向社会、外界曝光的行为。目前文献认为员工外部揭发的动机是基于组织利益和员工理性的。然而,员工外部揭发也可能是员工基于情绪宣泄的一种非理性选择。本文以情绪事件理论为基础,提出组织负面情境会影响员工的消极情绪,员工消极情绪的累积会引发员工的外部揭发行为。同时,员工个人特征和组织特征会调节组织负面情境通过员工消极情绪引发外部揭发的作用过程。本文进一步提出两个具体化的理论模型。第一,本文认为员工感知的组织政治氛围会影响员工的不公平感,进而引发员工的外部揭发,员工的马基雅维利主义以及组织内部沟通渠道是否顺畅会调节这一中介关系。第二,本文认为辱虐管理会带来员工的愤怒,进而引发员工的揭发行为,员工的个体神经特质会调节这一中介关系。

External whistleblowing is the behavior that employees disclose the organization＇s misconduct to the society or the outside. The current literature suggests that motivations exposed by employees are based on organizational interests and employee rationality. However, employees＇ external whistleblowing can also be an irrational choice based on emotional catharsis. Based on the theory of Affective Event Theory, this paper proposes that the negative context of the organization which will affect the negative emotions of the employees. The accumulation of the negative emotions of employees will lead to external whistleblowing of the employees. The characters of the employees and organizational characteristics moderate the relationship that organizational negative context influences external whistleblowing through employee negative emotions. This article proposes two concrete theoretical models. First, this paper argues that the perception of organizational politics of employees affects the sense of unfairness among employees, which in rum leads to the willingness of employees to carry out extemal whistleblowing, and the Machiavellian employees and the numbers of intemal communication channels will moderate this intermediary relationship. Second, this article argues that abusive supervision gives rise to the anger of employees, which in turn triggers employee＇s willingness to external whistleblowing, and the employee＇s individual neurological characteristics will regulate the intermediary relationship.