| Workplace ostracism is a relatively new research field in China, while the workplace ostracism put forward the concept of late, but this kind of phenomenon is common in the real workplace. It is estimated that most person spent about a third of their life time in the workplace. The workplace is not only the platform of employees' life supply and life value achievement, is also an important place in maintaining social relation network. Because of the differences among each person's personalities, different ways in the process of achieving an organization's goals and the pursuit of self-worth, collision and conflict between people will certainly appear in the workplace. Once the problems over accumulated and didn't get timely treatment, It will bring staff of serious damages to the organization. Workplace Ostracism is one of the manifestation of these problems.Workplace ostracism in one kind of the "cold violence" in the workplace violence area, it is based on the perspective of a non-physical violence cut,to study employees' perception of others in the workplace or organizations from marginalized, overlooked phenomenon. This kind of research orientation in the past has been neglected in the research of workplace violence and it was not until recent years began to focus on the research by scholars both at home and abroad. The employees' deviant behavior is a typical passive role behavior. it is also a deliberate act, in violation of the rules and regulations established by the organization, threatening the interests of the organization and members of the organization. Therefore, as a negative experience of interpersonal relationships, workplace exclusion exists in all types of organizations in China. Will workplace exclusion affect employees' appear deviant behavior? If it does, the impact is positive or negative ? Meanwhile, from the organizational impact perspective, situational factors can also affect the behavior of employees in the organization's performance. The primary factors that affect the fair organization is the organization of employee attitudes and behavior Organizational justice is the first factor of organizational influence employee attitudes and behavior. Therefore, whether the workplace exclusion would undermine the organizational justice and thus increase the risk of employee misconduct? Whether employees self-control can adjust the degree of influence on organizational justice employees deviant behavior? These issues need further study.In this study, social exchange theory, social identity theory are the theoretical basis to discuss workplace exclusion impact on employees deviant behavior, and considering organizational justice theory, we put forward a fair sense of organization intermediate variable assumptions in order to discuss organizational justice in the workplace relationship and mechanism of exclusion and deviant behavior among employees. At the same time we analyzed the employees' self control effect on their sense of fairness and deviant behavior between adjustment. On this basis, we provide some countermeasures and suggestions in order to promote not only enterprises but also employees. This study was carried out by empirical research questionnaire survey, data analysis using SPSS draw conclusions are as follows:(1)Workplace ostracism has a significantly positive effect upon workplace deviance and its two dimensions.(2)Workplace Ostracism has significant negative impact on Organizational Justice.(3)Organizational Justice has significant negative impact on Workplace Deviance.(4)The Organizational Justice play a partial mediating role between Workplace Ostracism and Workplace Deviance.(5)Self-control doesn't negatively moderates the relationship between Organizational Justice and Workplace Deviance.Finally, according to the conclusion, this study aimed at the actual situation of the real management implications and Suggestions, and summarizes the shortcomings of this study and future research prospects. |
PDF Full Text Request