Steinbauer Robert, Renn Robert W, Chen H Shawna, Rhew Nicholas
a Brock University Goodman School of Business.
b University of Memphis.
J Soc Psychol. 2018;158(6):767-783. doi: 10.1080/00224545.2018.1424110. Epub 2018 Jan 24.
Drawing from a self-regulation perspective, we examine how intrinsic work motivation changes the relation between workplace ostracism and employee job performance via self-leadership. We test a moderated mediated model with data collected from 101 employees at two points in time. Results provide support for the hypothesis that ostracized employees who are more intrinsically motivated use self-leadership strategies to a greater degree to improve their job performance than their counterparts who are not intrinsically motivated. The findings contribute to research regarding boundary conditions of ostracism theory and have important practical implications.
从自我调节的角度出发，我们研究了内在工作动机如何通过自我领导改变职场排斥与员工工作绩效之间的关系。我们用从101名员工在两个时间点收集的数据测试了一个有调节的中介模型。结果支持了这样一个假设，即与那些没有内在动机的被排斥员工相比，内在动机更强的被排斥员工会更多地使用自我领导策略来提高他们的工作绩效。这些发现为关于排斥理论边界条件的研究做出了贡献，并具有重要的实际意义。
