The Impact Of Workplace Ostracism On New-generation Knowledge-type Employees Work Engagement: The Mediating And Moderating Effects Of Organization-based Self-esteem

Currently,China is in a period of economic restructuring,many factors are making theinterpersonal interactions in the workplace more complex. In recent years,a kind of poorinterpersonal interactions called workplace ostracism caused concern of scholars.Some studies suggest that workplace ostracism adversely affect work engagement ofemployees. But the exact mechanism of its effect on the occurrence was inadequate. what’smore, there was no previous research discussed with specific groups.In this study,we take thenew generation knowledge employees as the research object, introducing theorganization-based self-esteem as the mediator and moderator to explore the internalmechanism between workplace ostracism and work engagement. First, based on the relevantliterature,we presented a conceptual model and its hypotheses;Secondly,we obtained datethrough issuing questionnaires; Finally,through empirical analysis by using SPSS19.0,wegot the main conclusions.The study found that (1) The level of workplace ostracism the new generation knowledgeworkers perceived was above average,and the level of supervisor ostracism was higher thanthat of colleagues ostracism.(2) Workplace ostracism showed different degrees of differenceon gender and enterprise property;the ostracism from colledges differed in terms of age.(3)Workplace ostracism and its two dimensions was significantly negatively predicted workengagement; they also had a significant negative predictive power on organization-basedself-esteem; organization-based self-esteem had a significant positive impact on workengagement.(4) Organization-based self-esteem played a partial intermediary role betweenworkplace ostracism and work engagement.And There has been no empirical support for itsregulatory role.