Department of Commerce, The Islamia University of Bahawalpur, Bahawalpur, Pakistan.
Lahore Business School, The University of Lahore, Sargodha Campus, Sargodha, Pakistan.
J Soc Psychol. 2023 Jan 2;163(1):107-125. doi: 10.1080/00224545.2021.1967843. Epub 2021 Sep 9.
Drawing on the self-control perspective, this study investigated the buffering effect of emotional suppression in reducing the harmful influence of workplace ostracism on employee performance. The research also studied the mediating role of employee silence and voice behaviors based on social exchange theory. We performed moderated mediation analysis on responses received from 159 employees working in the financial industry of the Southern Punjab region of Pakistan. The results showed that workplace ostracism harms employee performance via employee silence and voice behaviors. Furthermore, emotional suppression moderated the mediated relationship between workplace ostracism and employee performance. The results indicated that if ostracized employees adopt voice behavior, emotional suppression cannot aid them in performing better as compared to those who remain silent and regain their self-esteem. Our findings highlight the importance of emotional suppression capability in reducing the damaging outcomes of ostracism in organizational settings.
本研究借鉴自我控制理论，探讨了情绪抑制在减轻工作场所排斥对员工绩效的有害影响方面的缓冲作用。此外，还根据社会交换理论研究了员工沉默和声音行为的中介作用。我们对巴基斯坦旁遮普省南部金融行业的 159 名员工的回复进行了调节中介分析。结果表明，工作场所排斥通过员工沉默和声音行为损害员工绩效。此外，情绪抑制调节了工作场所排斥与员工绩效之间的中介关系。结果表明，如果被排斥的员工采用声音行为，与保持沉默和恢复自尊的员工相比，情绪抑制并不能帮助他们表现得更好。我们的研究结果强调了在组织环境中抑制情绪能力在减轻排斥的破坏性后果方面的重要性。
