Rejection Sensitivity And Workplace Bullying:The Roles Of Relationship Conflict And Middle Way Thinking

Workplace bullying has been recognized as a serious problem that will bring devastating effects to organization performance and employee's physical and mental health.Workplace bullying also becomes one of the most important topics in the field of professional and mental health,and many empirical and theoretical evidences have been found in western countries.However,most studies in China remain in the theoretical stage or focus on the outcome variables of workplace bullying,further evidences are still needed in this area.The present study try to find out the antecedent variable of workplace bullying,and explore the mechanism of workplace bullying.According to the previous research,the present study examines:(1)the relationship between rejection sensitivity(personality characteristic)and workplace bullying;(2)the mediating effect of relationship conflict;(3)and the moderating effect of middle way thinking.Mature localization scales were used to measure workplace bullying and middle way thinking.Back-translated scale was used to survey relationship conflict.In order to improve the applicability of measurement, both back-translation and cultural adaptation were carried out to measure rejection sensitivity.Next,a small sample including 113 participants from different companies was analyzed by using exploratory factor analysis with SPSS22.0 to verify the reliability and validity of all instruments.Then,in the large sample survey,through the exploratory factor analysis and confirmatory factor analysis based on the 400 samples by using SPSS22.0 and AMOS21.0,hierarchical regression analysis shows:(1)rejection sensitivity was positively associated with workplace bullying;(2)the relationship between rejection sensitivity and workplace bullying was partially mediated by relationship conflict;(3)middle way thinking moderated the relationship between rejection sensitivity and relationship conflict,which suggested that middle way thinking was the “lubricant” in the workplace.Finally,this paper drawed the conclusion,at the same time,limitations and future directions were mentioned.The present study tried to make contribution to theoretical innovation,and give practical directions to human resources management in the organizations.