Helping Or Excluding

Workplace ostracism is a typical negative organization behavior.Compared with workplace abuse and workplace bullying,workplace ostracism is more concealed,but it also produces organizational members’work attitudes,work behaviors,and even organizational performance,negative impacts.In recent years,a large number of literatures at home and abroad have studied the negative impact of workplace ostracism on excluded and organizations.The observer’s perspective is also often used in the study of workplace negative behaviors such as workplace bullying and abusive management,but few studies have been conducted.Exploring the impact of workplace ostracism on bystanders who witnessed rejection.Based on previous research,this study explores the behavioral choices of bystanders in the face of workplace ostracism victims(ie,people who was excluded).This article focuses on the phenomenon of workplace ostracism,when dose bystanser choose to help victims or exclude victims,in order to explore the process of their influence,using moral outrage and vicarous learning to explain workplace ostracism to spectator help(victim)behavior and The influence mechanism of bystander ostracism(victim)behavior.At the same time,the influence of mediation is regulated by attribution,which is the regulation of the mediating effect of intentional attribution on moral outrage and the mediating effect of ability attribution on vicarous learning.Firstly,the author reviews the main variables of workplace ostracism,help behavior,ostracism behavior,moral outrage and vicarous learning.On this basis,the research hypothesis is proposed based on moral justice theory and social learning theory.Data collection was carried out after learning the questionnaires from domestic and foreign mature scales.The questionnaires were distributed through the network and the field.A total of 229 questionnaires were collected.Then,the reliability of the scales.、correlation analysis and regression analysis were performed by Mplus7.4、spss24.0 and process.The results of the study indicate that intentional attribution moderates workplace ostracism and spectator moral outrage,ability attribution positively moderates the negative impact of workplace ostracism on bystander vicarous learning;moral outrage mediates workplace ostracism and help(victim)behavior,vicarous Learning level mediates workplace ostracism and ostracism(victim)behavior;moral outrage moderates the mediation of workplace ostracism and bystander help(victim)behavior.The mediating role is regulated by the attribution of intention.Vicarous learning moderates the mediation of workplace ostracism and bystander ostracism for victims.The mediating role is regulated by the attribution of ability.Finally,the paper discusses the research results,and summarizes the shortcomings in the whole research process,then puts forward the prospects for future research.