He Peixu, Wang Jun, Zhou Hanhui, Liu Qiyuan, Zada Muhammad
Business School, Huaqiao University, Quanzhou City, Fujian Province, 362021, People's Republic of China.
Facultad de Administración y Negocios, Universidad Autónoma de Chile, Santiago, 8320000, Chile.
Psychol Res Behav Manag. 2023 Mar 10;16:683-700. doi: 10.2147/PRBM.S396921. eCollection 2023.
This study investigates the association between the previous workplace ostracism of employees and their subsequent helping behavior by drawing on moral cleansing theory in the Chinese context, exploring the mediating roles of employees' guilt and perceived loss of moral credit and the moderating role of their moral identity symbolization.
The data were collected from a two-stage time-lagged survey of 284 Chinese employees. Regression analysis and the bootstrapping method are used in this article to examine the theoretical hypotheses.
The results indicate that employees' previous ostracism behaviors positively affected their guilt experience and perceived loss of moral credit. Subsequently, the relationship between employees' workplace ostracism and their helping behavior is mediated by guilt experience and perceived loss of moral credit. Furthermore, moral identity symbolization positively moderated the indirect "workplace ostracism-helping behavior" linkage via guilt and perceived loss of moral credits; in other words, for employees who have a higher degree of moral identity symbolization, the mediating effect is more significant, and vice versa.
This study does not merely clarify the theoretical relationship between perpetrators' workplace ostracism and their helping behavior, which enriches the explanatory logic of related research on workplace ostracism and the cause of helping behavior, but also expand the application scope of moral cleansing theory. Further, we aim practically to bring enlightenment to human resource management reform, corporate culture construction, and positive behavior management.
本研究在中国背景下借鉴道德净化理论，探讨员工先前在工作场所遭受的排斥与他们随后的帮助行为之间的关联，探究员工内疚感和道德信誉感知损失的中介作用以及道德身份象征化的调节作用。
数据来自对284名中国员工进行的两阶段时间滞后调查。本文采用回归分析和 Bootstrap 方法检验理论假设。
结果表明，员工先前的排斥行为对其内疚体验和道德信誉感知损失有正向影响。随后，员工工作场所排斥与帮助行为之间的关系由内疚体验和道德信誉感知损失介导。此外，道德身份象征化正向调节了通过内疚和道德信誉感知损失产生的间接“工作场所排斥 - 帮助行为”联系；换句话说，对于道德身份象征化程度较高的员工，中介效应更显著，反之亦然。
本研究不仅阐明了施害者工作场所排斥与帮助行为之间的理论关系，丰富了工作场所排斥及帮助行为原因相关研究的解释逻辑，还拓展了道德净化理论的应用范围。此外，我们旨在实际地为人力资源管理改革、企业文化建设和积极行为管理带来启示。
