Liu Pan, Zhang Yihua, Ji Yan, Wu Shaoxue
School of Economics and Management, Beijing Jiaotong University, Beijing, China.
Graduate School, Pepperdine University, Los Angeles, Los Angeles, CA, United States.
Front Psychol. 2021 Apr 6;12:545478. doi: 10.3389/fpsyg.2021.545478. eCollection 2021.
Extant literature has underlined the importance of newcomer proactive socialization to the organization. However, the effect of coworker ostracism on newcomers' proactive behaviors has not been noticed. Drawing on the conservation of resources (COR) theory, we proposed a model exploring how coworker ostracism impacted newcomers' proactive behaviors via the mediation of psychological availability. Through an empirical study with a sample of 263 newcomers and three waves of longitudinal data, we found that coworker ostracism had a negative effect on newcomers' information seeking and developing. In addition, emotional intelligence enhanced the negative effect of coworker ostracism on newcomers' psychological availability and the indirect influence of coworker ostracism on newcomers' proactive behaviors via psychological availability. Important theoretical and practical implications are discussed.
现有文献强调了新员工积极主动融入组织的重要性。然而，同事排斥对新员工积极行为的影响尚未得到关注。基于资源守恒（COR）理论，我们提出了一个模型，探讨同事排斥如何通过心理可及性的中介作用影响新员工的积极行为。通过对263名新员工的样本进行实证研究，并收集三波纵向数据，我们发现同事排斥对新员工的信息寻求和发展有负面影响。此外，情商增强了同事排斥对新员工心理可及性的负面影响，以及同事排斥通过心理可及性对新员工积极行为的间接影响。本文还讨论了重要的理论和实践意义。
