职场排斥对员工职外绩效的影响:组织认同和工作投入的中介效应

Effect of Workplace Ostracism on Employees′ Contextual Performance:Mediating Roles of Organizational Identification and Job Involvement

在中国组织情境下探讨职场排斥对员工职外绩效的影响以及组织认同和工作投入在该影响过程中的中介作用。采用问卷法,以珠三角地区企业组织的员工和直接主管为调查对象,使用结构方程模型分析职场排斥、组织认同、工作投入与职外绩效之间的关系。研究表明,职场排斥对员工职外绩效的工作奉献和人际促进两个维度均具有显著的负向影响,说明在中国组织情境下职场排斥会抑制员工的职外绩效;组织认同和工作投入在职场排斥与工作奉献之间具有完全中介效应,在职场排斥与人际促进之间起部分中介作用。研究结果有助于揭开职场排斥影响职外绩效的黑箱,对于管理实践具有较强的启示意义。

The present study is to examine the effect of workplace ostracism on employees′ contextual performance,and investigate the mediating influence of organizational identification and job involvement in the context of Chinese organizations.A structured questionnaire was employed as the research instrument for this study.Structural equation modeling（SEM） was utilized to analyze the data for testing the hypotheses proposed.Results of SEM analyses suggest that workplace ostracism has significant negative effects on both dimensions of contextual performance.In addition,organizational identification and job involvement is found to play significant mediating roles between workplace ostracism and contextual performance.Specifically,organizational identification and job involvement fully mediate the effect of workplace ostracism on job dedication,and partially mediate the effect on interpersonal facilitation.The findings of this study could contribute to opening the ＂black box＂ of how workplace ostracism impacts on employees′ contextual performance,and also have important enlightenment to the practice of management.