Department of Management, College of Business, Oregon State University`.
Department of Management, Raymond J. Harbert College of Business, Auburn University.
J Appl Psychol. 2018 Aug;103(8):828-841. doi: 10.1037/apl0000303. Epub 2018 Apr 16.
In this article we build on relational Sociometer Theory (Leary, 2005; Leary & Baumeister, 2000) to posit the impact of the belongingness threat of experienced incivility in one's work team on employee feelings of ostracism and subsequent engagement in proactive performance. Integrating the social-relational framework of Self-Identity Orientation Theory (Brewer & Gardner, 1996; Cooper & Thatcher, 2010), we nuance our predictions by hypothesizing that chronic self-identification orientations influence both the effect that experiencing incivility in one's work team exerts on feeling ostracized, and the impact that feeling ostracized has on subsequent employee proactive performance. Using a sample of 212 employees and their 51 supervising managers employed in an Internet service and solution company in China, we found support for our hypothesized model. Implications for theory and practice are discussed. (PsycINFO Database Record
在本文中，我们基于关系社会计量理论（Leary，2005；Leary & Baumeister，2000），提出了员工在工作团队中经历无礼对待的归属感威胁对其被排斥感的影响，以及随后对主动绩效的影响。我们整合了自我认同取向理论的社会关系框架（Brewer & Gardner，1996；Cooper & Thatcher，2010），通过假设慢性自我认同取向影响了在工作团队中经历无礼对待对被排斥感的影响，以及被排斥感对随后员工主动绩效的影响，从而对我们的预测进行了细化。我们使用了一家中国互联网服务和解决方案公司的 212 名员工及其 51 名主管经理的样本，发现我们的假设模型得到了支持。本文讨论了理论和实践的意义。
