职场排斥与员工沉默——调节-中介模型的构建与检验

Workplace Ostracism and Employee Silence:Examining a Moderated-Mediation Model

职场排斥是一种复杂的人际冲突体验,能够导致员工亲社会反应、反社会反应与回避反应。以往的研究主要聚焦于前两种反应,而对职场排斥与员工回避行为的关系关注较少。以中国南方多个省份的360名员工及其主管为研究对象,可构建职场排斥对员工沉默行为的影响框架,并对上述关系中组织公平感的中介作用和工作嵌入性的调节作用进行研究。研究结果表明:(1)职场排斥对员工沉默有显著的正向影响;(2)组织公平感在职场排斥和默许性沉默之间起着部分中介作用,在职场排斥和防御性沉默/漠视性沉默行为之间起着完全中介作用;(3)工作嵌入性在职场排斥和漠视性沉默之间调节作用不显著,在职场排斥和默许性、防御性沉默之间的调节作用存在。员工的工作嵌入性越高,则职场排斥对员工默许性、防御性沉默行为的影响效应就越强。

Workplace ostracism is a complicated phenomenon which result in prosocial reaction, antisocial reaction and avoidance. There are few researches about the relationship between workplace ostracismand employee silence. There fore, based on 360 survey samples collected through several southern provinces in China, this paper empirically investigates the role of workplace ostracism effects on the behavior of employee silence. It finds that： （ 1 ） workplace ostracism has a sig nificant positive impact on the behavior of employee silence ; （ 2 ） The perceived organizationaljustice play a mediating role, eithercomplete or partial, between workplace ostracism and employee silence ; （ 3 ） The job embeddedness does not moderate the relationship between workplace ostracism and indifferent silence. On the contrary, it play a significant negative modera tor role on the relationship between workplace ostracism and acquiescent/defensive silencepositively.