The Relationship Between Colleague Ostracism And Work Engagement

With the continuous development and popularity of flat organizations structure and teamwork,people's communication becomes increasingly closer,and the scope of interpersonal exchange expands gradually.In such background,excellent teamwork and interpersonal interaction become important guarantees for the sound development of organizations.However,influenced by the factors like the increase in the pressure of competition and the differences of staff personality,negative interpersonal interaction in the workplace also becomes severer continually.Workplace ostracism turns into an important part of staffs bad behaviors.Workplace ostracism refers to a kind of subjective feeling that staff think that they are ignored or isolated by others in the workplace.At present,most research on workplace ostracism focuses on the influences of workplace ostracism on the level of staff's mental health;but few pay attention to work engagement,as a correlated variable.In addition,previous studies have generally discussed the impact of workplace exclusion,ignoring that the impact of exclusion from different groups is different,and the excluded individuals themselves are subjective initiatives.Only when we confirm the people who ostracize others,admit individual's initiative,can we better avoid ostracism and reduce the negative influences of ostracism.Therefore,this paper attempts to introduce self-regulation at work into the research on colleague ostracism for the purpose of exploring the influences of colleague ostracism on work engagement and its boundary conditions.Based on this,this research selects 100 organization members as the participants and conducts a five-workday log survey to explore the influences of colleague ostracism on work engagement by self-regulation at work.The entire research data consists of two parts.The first part includes the demographic variables and characteristic variables of the participants.The second part contains the colleague ostracism faced by the participants everyday,their self-regulation at work and work engagement.The result of the five-workday log survey shows:(1)there is a significantly negative correlation between colleague ostracism and staff work engagement;(2)there is a significantly negative correlation between colleague ostracism and staff self-regulation at work;(3)there is marginal significance between staff self-regulation at work and work engagement;(4)self-regulation at work plays an intermediary role in the relationship between colleague ostracism and work engagement;(5)public self-awareness affect the relationship between colleague ostracism and self-regulation at work.When individuals with high public self-awareness face colleague ostracism,their self-regulation at work is influenced more easily;(6)public self-awareness regulates the intermediary role of self-regulation at work in the relationship between colleague ostracism and work engagement.The contributions of this research are mainly reflected in two aspects:theoretical contribution and practical significance.In the aspect of theory,firstly,this research focuses on the influences of colleague ostracism on work engagement and expands the research on the influences of workplace ostracism on work result.Secondly,this research pays attention to the groups which ostracize other colleagues and then further subdivides the research on workplace ostracism.Furthermore,this research introduces self-regulation at work as a concept and verifies individuals' subjective initiative in face of workplace ostracism.Finally,this research discusses the boundary conditions of the change of self-regulation at work.In the aspect of practice,firstly,this research proves the relationship between colleague ostracism and work engagement,which arouses organization administrator's attention to workplace ostracism.Meanwhile,the author suggests that administrators can create an effective and good atmosphere for communication by establishing an effective communication mechanism so as to reduce the negative influences caused by poor communication and promote the establishment of good colleague relationship.Secondly,this research proves the intermediary role of self-regulation at work.The author suggests organizational administrators to introduce some concrete self-regulation methods in staff training and organization's development so as to improve the level of individual self-regulation at work and reduce the negative influences of workplace ostracism.