Department of Management, London School of Economics and Political Science.
School of Business, Renmin University of China.
J Appl Psychol. 2016 Mar;101(3):362-378. doi: 10.1037/apl0000063. Epub 2015 Nov 2.
Why and when do employees respond to workplace ostracism by withholding their engagement in citizenship behavior? Beyond perspectives proposed in past studies, we offer a new account based on a social identity perspective and propose that workplace ostracism decreases citizenship behavior by undermining employees' identification with the organization. We also theorize that perceived job mobility influences the extent to which employees identify with the organization when being ostracized. These hypotheses were examined in two time-lagged studies conducted in China. The proposed hypotheses were supported by results in Study 1, and findings were generally replicated in Study 2, where effects of other known mediators (i.e., organization-based self-esteem, job engagement, and felt obligation toward the organization) and moderators (i.e., collectivism, power distance, and future orientation) suggested by previous perspectives were controlled. Results of Study 2 provided further support of the hypothesized directional effect of workplace ostracism on citizenship behavior via organizational identification. Our studies support the identification perspective in understanding workplace ostracism and also strengthen the application of this perspective in understanding workplace aggression broadly.
员工为什么会在工作场所被排斥时选择不参与公民行为？除了过去研究中提出的观点外，我们还基于社会认同理论提出了一个新的观点，即工作场所排斥通过削弱员工对组织的认同，从而减少公民行为。我们还提出，当员工被排斥时，他们对工作流动性的感知会影响他们对组织的认同程度。这两个假设在两项在中国进行的时间滞后研究中得到了检验。假设在研究 1 中得到了支持，在研究 2 中得到了普遍验证，在研究 2 中，控制了其他已知中介因素（即基于组织的自尊、工作投入和对组织的责任感）和调节因素（即集体主义、权力距离和未来导向）。研究 2 的结果进一步支持了通过组织认同来理解工作场所排斥对公民行为的假设方向效应。我们的研究支持了在理解工作场所排斥时采用认同理论，同时也加强了这一理论在广义上理解工作场所攻击行为的应用。
