Xu Guang, Liu Shan, Zhong Jie, Yang Haiyan
School of Economics and Management, Harbin Normal University, Harbin 150025, China.
School of Business Administration, South China University of Technology, Guangzhou 510642, China.
Behav Sci (Basel). 2024 Jul 4;14(7):566. doi: 10.3390/bs14070566.
Differing from prior studies which explored workplace ostracism's negative impacts, in this study, we try to explore ways to mitigate and harness workplace ostracism to encourage proactive behavior. By drawing on regulatory focus theory, we propose that workplace ostracism can increase proactive behavior via enhanced promotion focus and prevention focus. We collected questionnaire data at multiple time points from employees in private enterprises in China, and a structural equation model was primarily used to test the proposed model. The results of the study indicate that workplace ostracism positively relates to work focus, which, in turn, improves employees' proactive behavior. Visionary leadership only moderates the relationship between workplace ostracism and promotion focus. Employees who perceive high levels of visionary leadership exhibit an increase in promotion focus after experiencing workplace ostracism. This increase in promotion focus further enhances their proactive behavior. These research findings clarify the pathway and boundary conditions through which workplace ostracism positively influences proactive behavior. They also provide valuable insights for enterprises seeking to promote proactive behavior among employees.
与先前探索职场排斥负面影响的研究不同，在本研究中，我们试图探索减轻和利用职场排斥以鼓励积极行为的方法。通过借鉴监管焦点理论，我们提出职场排斥可以通过增强促进焦点和预防焦点来增加积极行为。我们在中国民营企业的员工中多个时间点收集了问卷数据，并主要使用结构方程模型来检验所提出的模型。研究结果表明，职场排斥与工作焦点呈正相关，而工作焦点反过来又会改善员工的积极行为。愿景型领导仅调节职场排斥与促进焦点之间的关系。感知到高水平愿景型领导的员工在经历职场排斥后促进焦点会增加。这种促进焦点的增加进一步增强了他们的积极行为。这些研究结果阐明了职场排斥对积极行为产生积极影响的途径和边界条件。它们还为寻求促进员工积极行为的企业提供了有价值的见解。
