The Influence Of Workplace Ostracism On Organizational Citizenship Behavior

Workplace ostracism is widespread in organizations at home and abroad,and it has a tremendous negative impact on both organizations and individuals.It is a kind of negative behavior in the workplace,and including sidelining,information hiding.This paper defines workplace ostracism as a kind of depreciation of the individual's subjective feelings in the workplace,and is ignored or excluded by the organization or other individuals.In previous studies,some scholars found that workplace ostracism has a negative impact on employees' turnover intentions,rumors,organizational justice,and organizational citizenship behavior.At the same time,some studies have found that many individual trait variables can regulate the impact of workplace ostracism,including gender and ability.Therefore,workplace ostracism will affect organizational citizenship behavior through organizational justice,in which organizational justice plays a part in mediating,and workplace ostracism is negatively correlated with organizational citizenship behavior.At the same time,some scholars have found that some individuals may be able to improve organizational citizenship behavior after being excluded from the workplace because they want to rebuild their social connections,or their organizational citizenship behavior is not as affected as other individuals..Based on this hypothesis,this paper focuses on Zhong-Yong thinking style,and Zhong-Yong thinking style profoundly affects the thinking mode and work and lifestyle of the Chinese.It guides people to achieve harmonious results when dealing with events.This paper defines the Zhong-Yong thinking style as the thinking process in which the individual thinks about the problem from multiple angles,fully considers the opinions of others and the overall situation,chooses the most appropriate way to solve the problem,and achieves the overall harmony.Therefore,this paper believes that Zhong-Yong thinking style plays a positive role in the influence of workplace ostracism on organizational citizenship behavior,and also plays a negative role in the relationship between organizational justice and organizational citizenship behavior.Based on the theory of self-consumption,this paper considers that workplace ostracism is negatively correlated with organizational citizenship behavior.Based on the theory of social exchange,this paper believes that organizational justice will play a mediating role in workplace ostracism and organizational citizenship behavior.Finally,considering the role that Zhong-Yong thinking style may play in workplace ostracism,this paper argues that the Zhong-Yong thinking style will play a role in regulating the relationship between workplace ostracism and organizational citizenship behavior,as well as between organizational justice and organizational citizenship behavior.This paper adopts the method of empirical research,obtains first-hand data by issuing scales,obtaining a total of 355 data,and analyzes the data by SPSS 17.0 and AMOS21.0.It is found that workplace ostracism has a negative impact on organizational citizenship behavior;the sense of organizational justice plays a mediating role between workplace ostracism and organizational citizenship behavior;Zhong-Yong thinking style plays a positive role in the relationship between workplace ostracism and organizational citizenship behavior.effect.Zhong-Yong thinking style plays a regulatory role in the relationship between workplace ostracism and organizational citizenship behavior.When Zhong-Yong thinking style of employees is high,the negative impact of workplace ostracism on organizational citizenship behavior is stronger;when Zhong-Yong thinking style of employees is low,the negative impact of workplace ostracism on organizational citizenship behavior is lighter;The relationship with organizational citizenship behavior plays a negative regulatory role.When Zhong-Yong thinking style of employees is high,the positive impact of organizational justice on organizational citizenship behavior is weakened;when employees' Zhong-Yong thinking style is low,the positive impact of organizational justice on organizational citizenship behavior is strengthened.And this study is a model with both mediating role and regulatory role.This paper may have the following theoretical contributions:discover the role of Zhong-Yong thinking style in the process of workplace ostracism,Zhong-Yong thinking style will strengthen the negative impact of workplace ostracism on organizational citizenship behavior;explore the impact of workplace ostracism and Chinese contextual cultural variables.The following implications are given to the actual management:the organization should always pay attention to the negative impact caused by workplace ostracism,minimize the loss;actively improve the organizational culture,establish a good atmosphere in the organization;and introduce the Western management system-to understand the Chinese situation Organizations,there may be some differences between the two.This paper may have the following shortcomings:the sample source is relatively single,and the broader data should be collected in the future;there is no distinction between sources of workplace exclusion.