以往针对职场排斥的研究主要集中于从被排斥方视角来探索个体感知到被排斥的前因后果，却较为缺乏对排斥行为实施方——排斥者的关注。关于个体为何会排斥他人这一重要问题的见解目前仍然很罕见和模糊。本研究拟采用行为方视角，来探讨个体采取职场排斥行为的内在原因。以角色认同理论和道德许可理论为基础，本研究提出，个体的创新角色认同会影响其职场排斥行为；道德许可和心理福利在创新角色认同与排斥行为之间起中介作用；个体的道德认同与团队伦理氛围则可能对上述中介效应起调节作用。本研究计划采取定性和定量研究相结合的方法，通过案例访谈获取排斥行为内涵与产生原因的第一手资料，在定量研究中结合实验研究和实地问卷调查对上述研究模型进行检验，试图从道德许可和心理福利角度来揭示个体创新与排斥行为之间的关系、内在心理机制以及可能的边界条件，从而为排斥行为的前因探索以及创新的阴暗面研究做出重要的理论贡献，并为企业提供实践启示。

Research on workplace ostracism has focused primarily on investigating this phenomenon from the perspective of targets (i.e. the ostracized person). Although a receiver perspective is imperative for understanding the antecedents and consequences of being ostracized, little is known about why individuals ostracize others in the first place. Examining this question requires moving from a receiver to an actor perspective, focusing on predictors of ostracism. This study tries to take an actor-focused perspective to understanding antecedents of workplace ostracism behavior. Drawing on role identity theory and moral licensing theory, we propose that an individual’s creative role identity positively relates to the degree to which individuals ostracize others. Further, moral licensing and psychological entitlement mediates the relationship between creative role identity and workplace ostracism behavior. Additionally, we propose that individuals’ moral identity and group ethical climate will moderate this indirect process such that high moral identity or high group ethical climate diminishes this effect. To examine this model, we plan to choose both qualitative methods and quantitative methods to reveal the dynamics between creative role identity and workplace ostracism behavior. This research will make both theoretical and practical contributes to antecedents of workplace ostracism and the dark side of creativity, and provides several important implications for managerial practices.