School of Economics and Management.
Department of Management.
J Appl Psychol. 2018 Dec;103(12):1358-1366. doi: 10.1037/apl0000320. Epub 2018 Jul 2.
Extending an extant dynamic componential perspective, we propose an integrative model of how and why workplace ostracism exhibited by supervisors relates to employees' creativity through pragmatic (task resources) and engagement (creative process engagement) effects. Specifically, we predict that workplace ostracism negatively relates to creativity through reduced task resources and creative process engagement. Perceived organizational support plays a key role in buffering the negative effects of workplace ostracism in both pragmatic and engagement domains. Three-wave, supervisor-subordinate, dyadic data from a bank in China support these hypotheses. We discuss the implications of these results for both research and practice. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
从现有的动态成分视角出发，我们提出了一个综合模型，用以解释和预测主管的职场排斥如何通过语用（任务资源）和参与（创意过程投入）的效果来影响员工的创造力。具体来说，我们预测职场排斥会通过减少任务资源和降低创意过程投入来降低创造力。感知到的组织支持在语用和参与两个领域中都起到了缓冲职场排斥负面影响的关键作用。来自中国一家银行的三波主管-下属的二元数据支持了这些假设。我们讨论了这些结果对研究和实践的意义。（PsycINFO 数据库记录（c）2018 APA，保留所有权利）。
