Kim Seonjo, Ishikawa Jun
Faculty of Economics and Business Administration, Kanayagawa Campus, Fukushima University, Fukushima 960-1296, Japan.
College of Business, Rikkyo University, Tokyo 171-8501, Japan.
Behav Sci (Basel). 2021 May 6;11(5):70. doi: 10.3390/bs11050070.
Interpersonal conflicts between portfolio career workers (hereafter, PCWs) who entered from the external labor market and existing permanent workers are a controversial workplace issue in South Korea. This study examines whether the existing permanent workers' responses to the newcomers speaking up depend on the type of proactive behavior, that is, whether PCWs speak within extra-role or in-role boundaries. We found that PCWs perceive more workplace ostracism when they are proactive outside their job boundaries and less workplace ostracism when they are proactive inside their job boundaries. Further, their perceptions of ostracism lead to intentions of turnover. These relationships are conditional on the type of employee-organization relationship and the PCWs' status in a new organization. Data were collected from 261 PCWs in Korea. Bootstrap-based conditional process analyses were utilized to test the hypothesized model. The results show that workplace ostracism mediates the relationship between the two types of proactive behavior and turnover intention, but in contrasting directions. The effect of the two types of proactive behavior on workplace ostracism is stronger for higher levels of reciprocal relationship between organization and employees, while the effect of workplace ostracism on turnover intention is stronger for higher levels of PCWs' status in a new organization. Thus, the workplace conflicts PCWs face not only represent interpersonal problems within the workplace but also constitute a multilayered phenomenon related to the long-term institutionalized relationships between organizations and employees.
从外部劳动力市场进入的组合职业者（以下简称PCW）与现有长期员工之间的人际冲突，是韩国一个颇具争议的职场问题。本研究考察了现有长期员工对新员工发声的反应是否取决于积极行为的类型，即PCW是在角色外还是角色内发声。我们发现，当PCW在工作边界之外积极行事时，他们会感受到更多的职场排斥；而当他们在工作边界之内积极行事时，感受到的职场排斥则较少。此外，他们对排斥的认知会导致离职意图。这些关系取决于员工与组织关系的类型以及PCW在新组织中的地位。数据收集自韩国的261名PCW。基于Bootstrap的条件过程分析被用于检验假设模型。结果表明，职场排斥在两种积极行为与离职意图之间起中介作用，但方向相反对于组织与员工之间较高水平的互惠关系，两种积极行为对职场排斥的影响更强；而对于PCW在新组织中的较高地位水平，职场排斥对离职意图的影响更强。因此，PCW面临的职场冲突不仅代表职场内的人际问题而且构成了一个与组织和员工之间长期制度化关系相关的多层次现象。
