Research On Workplace Ostracism And Its Impact On Job Performance Moderating Effect Of Job Satisfaction

Workplace violence is an important research subject of management gradually on the rise; and the workplace ostracism as a form of cold violence will have an effect on the employee’s psychology and behaviors, among which the negative impact on the employees’ needs on self-esteem, affiliation, control and the meaning of existence has been demonstrated. Domestic and international studies have confirmed that, job satisfaction as the subjective feeling of the staff, is also becoming an increasingly important indicator to measure the healthy development of enterprises due to the mutual influence and the impacting path between it and the employees’ psychological contract, organizational commitment and job performance. Job performance, the important dimension of the measurement of employee output, is influenced by many factors, as the level of employee job performance, employees’ personal factors (knowledge, intelligence), willingness factors (work motivation, job satisfaction), opportunity factors (behavior of colleagues, leader’s factor, the work environment).Although the domestic scholars have conducted many studies on workplace ostracism, job satisfaction and job performance, but the in-depth discussion on the relationship between the three is not included. Therefore, the inner-relationship between workplace ostracism, job satisfaction and job performance will be discussed in depth in this paper with the employees in Shandong enterprises as the object of study. By conducting field research on enterprise employees in Shandong Province,373valid questionnaires were obtained. After the validity analysis of the initial questionnaire and confirmatory factor analysis of the formal research data, this study has conducted empirical test on the mentioned assumptions, using statistical analysis, such as single-factor analysis of variance, correlation analysis, and regression analysis. The study findings and conclusions include:First, univariate analysis initially confirmed the difference in the impact of demographic variables such as gender, educational background, working hours, nature of work and jobs and other factors on workplace ostracism. The study found differences in the impact of the gender of the employees, the company working hours, nature of work are significant while the impact of educational background, positions, and accumulated work time on workplace ostracism has less significant difference.Second, through the correlation analysis by SPSS17.0, the correlativity between workplace ostracism, job satisfaction and job performance is analysed. The study found that workplace ostracism and job satisfaction and job performance are significantly negatively related while job satisfaction and job performance has a significant positive correlation.Third, through the regression analysis by SPSS17.0, the intermediate effect of the job satisfaction in the process when workplace ostracism works upon job performance is analyzed. The study found job satisfaction serves both as mediating variables and buffer variable in the above process; job satisfaction has a partial mediating effect and buffering effect between workplace ostracism and job performance, and the buffering effect is more significant.This study makes a valuable exploration on research perspective and research methods. First, a systematic collation and summary on workplace violence and the related concept of workplace ostracism have been conducted through a lot of access to foreign documents due to the lack of domestic study and systematic overview on workplace ostracism, which provide adequate references for the future follow-up study. Second, the domestic measurement of workplace ostracism usually adopt foreign in spite of Chinese and Western cultural differences and different organizational scenarios. This study conducted effectiveness analysis on the foreign research questionnaire before the processing and analysis of official data, and corrected the workplace ostracism scale according to the reliability and validity analysis to make it more consistent with China’s organization and management scenarios.At the same time, in accordance with the findings of this article, management recommendations to reduce the negative impact of workplace ostracism on individual employee have been put forward. And with the empirical results, future outlook on research directions, such as adding the study of individual personality differences, the industry analysis, and other intermediate variables selection is presented. I hope this study can provide a reference for the daily management and make a contribution to the rapid, healthy, and sustainable development of the enterprises in an increasingly competitive market environment.