The Impact Studies Of Workplace Ostracism On Employee Performance In Chinese Cultural Environment

Workplace Ostracism is a kind of individual consciousness which is created based on the mutual effects of the members in an organized system. It is filled up with subjectivity so that does harm to both of the physical and mental health of the staffs and thus bring down the work satisfaction, organizational commitment, work performance and so forth. At present, the number of studies on workplace ostracism is still very small at home or abroad. Although Ferris and others have developed the workplace ostracism scale, the applicability of this scale in Chinese cultural environment still remains in doubt. Taking this into consideration, this thesis stands at the point of Chinese cultural environment, adopting Document Analysis Method, Interviewing Method and Questionnaire Method, then coming up with a scale of workplace ostracism that is suitable for Chinese cultural environment and discussing the dimensions of workplace ostracism and its differences according to the demographic variables; by adopting correlation analysis and regression analysis through SPSS17.0, it deeply discusses the detailed influences of workplace ostracism on work performance. The main results are as follows:1. In Chinese cultural environment, the questionnaires of workplace ostracism is constituted by three dimensions; they are interpersonal ostracism, interactive ostracism and work ostracism. However, in West, the questionnaires of workplace ostracism have only one dimension. Tests and analysis demonstrate that self-designed questionnaires show good credibility and validity.2. In Chinese cultural environment, staffs’ consciousness on workplace ostracism is above average level. As a kind of individual subjective consciousness, workplace ostracism is running through the staffs of different departments, genders, positions and degrees of education; Influenced by age, work seniority and the property and scale of the enterprise, staffs’ consciousness on workplace ostracism is of great difference.3. In Chinese cultural environment, workplace ostracism is a definitely negative predicator of the staff’s work performance. These three dimensions together explain the20.9%of the relation performance variance and18.7%of the task perfomiance variance, reaching22.6%on the prediction of the overall performance. 4. Both of the correlation analysis and regression analysis demonstrate that the organizational commitment plays an intermediate role in the relationship between workplace ostracism and staffs’ work performance.In the end, according to the results, the thesis puts forward a list of suggestions on management from the perspective of how to predict before the events, how to perform and supervise during the events and how to draw conclusions after that, such as establishing a rational effective prevention and supervision mechanism based on the institution and culture, helping those staffs who have been caught in workplace ostracism to release pressure by psychological consult and emotion management, paying close attention and giving support to the staffs and so forth.