The Effect Of Workplace Ostracism On Employee’s Workplace Deviance

Workplace deviance has been defined as voluntary behavior that violates significant organizational norms and, in so doing, threatens the well-being of the organization or its members, or both. It is not surprising that the prevalence of workplace deviance poses a serious threat to organizations and members. Workplace ostracism refers to the extent to which individuals perceive that they are ignored or excluded by other employees in the workplace. As a negative interpersonal experience, workplace ostracism will bring pain and mental anguish to ostracized employees, and lead to a decline in self-regulation, and increase the risk in deviant behaviors. Due to the universality and harmfulness of workplace deviance and workplace ostracism, many scholars have paid great attention to both of two areas. But these two phenomena are difficult to detect, few domestic scholars combine these two problems to discuss, and the number of empirical research and theoretical research is very limited.Based on the review of domestic and overseas studies about workplace deviance, workplace ostracism and Affective Events Theory, this article puts forward the hypothesis that workplace ostracism is one of the important antecedent variables of workplace deviance, and adds negative emotion as the mediator variable between them based on the Affective Events Theory to discussion the relationships and the mechanism, and adds emotional intelligence as the moderator variable between negative emotion and workplace deviance. This paper chiefly uses questionnaire survey as empirical method to test the hypotheses, and the results are as follows:(1)Workplace ostracism has a significantly positive effect upon workplace deviance and its two dimensions.(2)Negative emotion is a partial mediator between the relation of the relationship between workplace ostracism and workplace deviance.(3)Emotional intelligence negatively moderates the relationship between negative emotion and workplace deviance.Finally, this paper puts forward the suggestions for management in terms of the conclusions, and summarizes the limitations of this paper and directions for future research.