A Social Influence Interpretation of Workplace Ostracism and Counterproductive Work Behavior
A Social Influence Interpretation of Workplace Ostracism and Counterproductive Work Behavior
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DOI：
10.1007/s10551-015-2912-x
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发表时间：
2018-04
影响因子：
6.1
通讯作者：
Jun Yang;Darren C. Treadway
中科院分区：
文献类型：
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作者：
Jun Yang;Darren C. Treadway
我们使用社交网络分析来检验一个理论模型，探讨为什么以及在什么情况下，目标员工能够准确地感知肇事者的排斥行为。反过来，这些排斥观念会导致目标员工产生适得其反的工作行为。我们从施暴者和目标双方的角度出发，直接测量了所有潜在施暴者（同事）的排斥行为以及目标员工感知到的工作场所排斥行为。我们整合社会信息处理理论和资源保护理论，提出了一个有调节的中介模型，发现归属需要高的员工更有可能捕捉到同事的排斥行为，而政治技能低的员工更有可能从事适得其反的工作行为，作为他们对工作场所排斥的反应。讨论了理论和实践意义。
We used social network analysis to examine a theoretical model exploring why, and under what circumstances, the perpetrators’ ostracizing behaviors are accurately perceived by the target employees. In turn, these perceptions of ostracism lead to the target employees’ counterproductive work behaviors. Adopting perspectives from both perpetrators and targets, we directly measured the ostracizing behaviors by all potential perpetrators (coworkers) and perceived workplace ostracism by target employees. We integrate Social information processing theory and conservation of resource theory to propose a moderated mediation model, and found that employees who have a high level of need to belong are more likely to capture coworkers’ ostracizing behaviors, and those with low political skill are more likely to engage in counterproductive work behavior as their reaction to perceived workplace ostracism. Theoretical and practical implications are discussed.