工作场所的排斥和无礼行为：基于旁观者和受害者视角的检验

尽管现代工作场所的歧视更加隐蔽，但其发生也因此更加普遍。我们有必要了解这些行为的机制，加以区分，以针对性地应对和消除隐蔽的工作场所歧视，塑造更和谐的工作场所人际环境。本项目聚焦工作场所排斥行为和交往式无礼行为这两种最隐蔽最常见的工作场所歧视和人际误待的形式，通过旁观者和受害者的视角检验二者。本项目包含三个研究：（1）从旁观者视角论证旁观者对工作场所排斥行为和交往式无礼行为的受害者和实施者的反应分别不同且相反；（2）从旁观者视角论证旁观者对工作场所排斥行为和交往式无礼行为的无关者的反应相反；（3）从受害者视角讨论持有相同文化倾向的受害者对来自领导的工作场所排斥行为和交往式无礼行为的反应相反。通过这三个研究，本项目将为工作场所排斥行为和交往式无礼行为研究做出理论贡献，为促进工作场所和谐氛围、提升中国企业的人力资源优势提供实践参考。

Competition for global markets and resources is the 21st century trend. China enterprises face the challenge of attracting good employees and manage workforces with a variety of new features. Modern discrimination in the workplace often takes the covert forms of workplace ostracism and interactive incivility, hurting organizations’ civil climate and performance. Thus, there is need to study the differences between the different forms of workplace mistreatment in order to prevent, deal with and get rid of its negativity. This proposal suggests that workplace ostracism and interactive incivility are different, and that observer and target perspectives are where their differences will manifest. Study 1, by integrating stigmatization, empathy, and deontic justice perspectives, proposes that observers will be less willing to work with the targets (and more willing to work with the perpetrators) of workplace ostracism compared to the targets (and the perpetrators) of interactive incivility. Study 2, by drawing on need to belong theory, argues that observers of workplace ostracism will be more prosocial towards unrelated others, compared to observers of interactive incivility. Study 3 proposes targets with particular culture orientations will react differently to workplace ostracism and interactive incivility that come from supervisors. Taken together, this proposal contributes to the literatures of workplace ostracism and interactive incivility and offers insights for promoting civil workplace and competitive enterprises in China.