The Relationship Between Workplace Ostracism And Voice Behavior Of New Generation Of Knowledge Workers

Currently,China is in the period of economic transformation.The competition among people is becoming intenser and intenser.with the double pressure of life and work,small frictions are easy to develop into workplace exclusion.In addition,Chinese society pay more attention to the division and definition of circles and factions in Chinese society are more focused,which often results from the consideration of suppression of dissidents and nurture of confidant and so on,which makes workplace exclusion phenomenon emerge in an endless stream in all kinds of Chinese social enterprises.And voice behavior is the active behavior and the organization-profit behavior which is outside the employees' duties.however,and does the workplace ostracism have an impact on it? If it has,what is it? These questions need further research.The research on internal mechanism between workplace ostracism and voice behavior of new generation of knowledge workers.On based of structure theoretical model the research while "propose problem,analysis problem and solve problem,combined with empirical research to excavate the influence on the voice behavior of new generation of knowledge workers of workplace ostracism.First,combing the relevant literature at home and abroad.According to the relevant research of domestic and foreign scholars on workplace ostracism,voice behavior,organization-based self-esteem and perceived organizational support,reviewing,summarizing and mining,to find out the current academic room for further research,and on the basis of the research space,focusing on capturing the research.Second,excavating the theoretical basis.It mainly excavates social interaction theory,self concept theory,positive psychology and organization anthropomorphic theory and so on.Based on these,the relationship among four research variables,such as workplace exclusion,voice behavior,organization-based self-esteem and perceived organizational support,have been established,which has laid the theoretical foundation for the research hypothesis.third,the empirical analysis.It includes construction of research models,research hypotheses,pre research,correction scale,formal questionnaire,data analysis and hypothesis testing.Finally,inducing the conclusion and enlightenment of the research.Based on the empirical results,The following main conclusions are drawn:(1)Workplace Ostracism has significant negative impact on voice behavior of new generation of knowledge workers;(2)Workplace Ostracism has significant negative impact on organization-based self-esteem of new generation of knowledge workers;(3)Organization-based self-esteem has significant positive impact voice behavior of new generation of knowledge workers;(4)Organization-based self-esteem play a partial mediating role between workplace ostracism and voice behavior of new generation of knowledge workers;(5)Perceived organizational support plays a moderating role between workplace ostracism and organization-based self-esteem of new generation of knowledge workers,And according to the above conclusions,further exploring questions of the research and proposing measures which are the suitable Chinese enterprises effectively avoiding workplace ostracism phenomenon,and improving organization-based self-esteem and perceived organizational support and encouraging employee to show more voice behavior,meanwhile,on the basis of the research,summarizing the shortage of the research and the prospect of future research.