工作场所排斥与员工心理健康、工作满意度的关系：性别的调节作用

Workplace Ostracism in China:The Moderating Effects of Gender on Psychological Health and Job Satisfaction

为考察工作场所排斥问卷(WOS)在国内的适用性,以及不同性别员工在遭受工作场所排斥后的心理健康和工作满意度状况,采用中文版WOS对437名员工进行调查,结果表明:(1)9题版WOS为单维结构,信效度良好;(2)性别在工作场所排斥与心理健康、工作满意度的关系中起调节作用。由此,修订后的中文版WOS可以作为评定工作场所排斥的工具使用;女性受工作场所排斥的负面影响更大。

As little is known about the impact of ostracism on employees in Chinese workplace, and even less research has investigated gender differences in terms of workplace exclusionary behavior, the present explored the applicability of The Workplace Ostracism Scale （WOS） in China and gender differences in psychological health and job satisfaction. Workplace Ostracism Scale （WOS）, Psychological Health Questionnaire and Job Satisfaction Questionnaire were used to test a sample of 437 employees with diverse job titles. The WOS was elaboratelytranslated into Chinese. Bassed on 137 samples （57 men and 80 women）, some revisions were made according to the result of item-total correlation and exploratory factor analysis. Then 300 employees （160 men, 136 women and 4 unknown） from various companies were invited to join the final survey. The reliability and construct validity of WOS were tested by internal consistency reliability and confirmatory factor analysis. Results of item analysis showed that the correlations between the ten items of WOS and the total score ranging from . 36 to . 86. All correlations listed were significant at p〈. 01. Exploratory factor analysis showed that 10 items had two factors. However, there was only one item in the second factor. Based on further examination, it was found that this item was a rather general statement, while others were all about the specific descriptions. So it was best to eliminate the first item. Then, EFA was conducted on the remaining nine items. The results showed that all nine items had one factor with an eigenvalue 5.26. This factor can explain 58.50 % of the variance. Internal consistency reliability and confirmatory factor analysis were used to confirm the reliability and construct validity of WOS. The results showed that after eliminating the first statement of the scale, the WOS was a reliable and valid measure in Chinese workplace as well. To test whether gender moderated the relationship between exclusion and outcomes, a moderated hierarchical regression analysis was conducted on psychological health and job satisfaction. For each analysis the researchers first entered the main effects for workplace ostracism and gender. In the second step, they entered the interaction term between ostracism and gender. Consistent with predictions, the addition of the interaction resulted in a significant change in R2. To illustrate this interaction, a low workplace ostracism group and a high workplace ostracism group were created for each gender. The results demonstrated the moderating effect of gender on the relation between workplace ostracism and psychological health and job satisfaction. The present study provided a useful measure for Chinese workplace ostracism literature -- the revised WOS. It was also demonstrated that the effects of ostracism were, in fact, moderated by gender. Specifically, workplace ostracism was predicted to have a stronger negative impact on psychological health and job satisfaction of women compared with men. Overall, workplace ostracism is not to be neglected. Special attention.