The Impact Of Workplace Exclusion On Organizational Citizenship Behavior: Mediating And Moderating Effects

In recent years,it has been widely recognized that harmonious interpersonal relationship plays an important role in the effectiveness of management.However,due to its universality and destructiveness,workplace ostracism,as a destructive factor in interpersonal interaction,has aroused researchers’ great concern and attention.Some studies have found that workplace exclusion,as a kind of interpersonal pressure,can affect employees’ extra-role performance,such as organizational citizenship behavior.Organizational citizenship behavior not only can enhance the relationship between colleagues,but also has an important impact on organizational performance,so the organizational citizenship behavior of employees has attracted the attention of the organization.There is no consistent conclusion about the relationship between workplace ostracism and organizational citizenship behavior.Therefore,on the basis of previous studies and based on emotional event and resource conservation theory,this study explored the influence mechanism of employees’ workplace ostracism on their organizational citizenship behavior and the moderating effect of psychological acceptance,so as to provide a theoretical framework and empirical evidence for revealing the mechanism of workplace ostracism.This study mainly includes three studies:The study 1 adopted convenient sampling method and used workplace ostracism,negative emotion,organizational identity and organizational citizenship behavior questionnaire and a total of 600 employees were surveyed in a number of enterprises in Beijing City,Shaanxi Province,Heilongjiang Province,Shandong Province,Henan Province and Hangzhou city,and 578 valid data were collected.The results show that there is a significant negative correlation between workplace ostracism and organizational citizenship behavior,and negative emotion and organizational identity are the chain mediators between workplace ostracism and organizational citizenship behavior.The study 2 adopted the experimental method and used 2(emotional strategies:cognitive reappraisal,psychological acceptance)x 2(workplace ostracism:low ostracism,high ostracism)mixed experimental design,the emotional strategy was within-subjects variables,workplace ostracism was between-subjects variable.The dependent variable were the degree of the cognitive loss,endeavor and success.The results showed that:(1)for the degree of cognitive loss,whether it is high or low ostracism,the degree of cognitive loss of individuals using psychological acceptance strategy is significantly lower than that using cognitive reappraisal strategy.(2)for the degree of endeavor,no significant difference exists between the degree of endeavor of individuals using the two emotional strategies,no matter it is high or low ostracism.(3)for the degree of success,in the low ostracism,there is no significant difference for the degree of success between the two emotional strategies adopted by individuals,while in the high ostracism,the degree of success of the psychological acceptance strategy adopted by individuals is significantly higher than that of the cognitive reappraisal strategy.The study 3 was a dual-band study to explore the moderating effect of psychological acceptance on workplace ostracism and organizational citizenship behavior.Three months later,the subjects in the first study were interviewed and investigated using the workplace ostracism,psychological acceptance and organizational citizenship behavior questionnaire,The results showed that the stage T1 predicted the organizational citizenship behavior of stage T2,while the organizational citizenship behavior of stage T1 could not predict the.And psychological acceptance can adjust the influence of the workplace ostracism of stage T1 on the organizational citizenship behavior of stage T2.This study mainly includes three studies,the main conclusions are as follows1.Employees’ workplace ostracism not only directly affects organizational citizenship behavior,but also indirectly influences organizational citizenship behavior through the path of workplace ostracism→negative emotion→organizational identity→organizational citizenship behavior.2.Psychological acceptance is an effective emotional strategy.Compared with cognitive reappraisal,psychological acceptance consumes less cognitive resources.In addition,in the case of high workplace ostracism,psychological acceptance is better than cognitive reappraisal,which can more effectively alleviate the negative effects of rejection in the workplace.3.Therefore,workplace ostracism is the result of organizational citizenship behavior.That is to say,psychological acceptance can effectively adjust the influence of workplace ostracism of T1 stage on organizational citizenship behavior of T2 stage.This study explored the impact of workplace ostracism on organizational citizenship behavior from an emotional perspective,providing some evidence for the relationship between the workplace ostracism and organizational citizenship behavior.Firstly,this study innovatively adopted the experimental method to measure workplace ostracism,which is of certain significance to the development of empirical research on workplace ostracism.Then,this study revised the psychological acceptance questionnaire,providing a localized measurement tool for the research on psychological acceptance in the context of Chinese culture,and enriching and supplementing the influence value of acceptance commitment theory.Finally,this study found that the psychological acceptance of the adjustment mechanism between workplace ostracism and organizational citizenship behavior provides management basis and practical value for the relief of workplace ostracism.For individuals,this study can provide certain theoretical basis for them to effectively manage their emotions,deal with daily work events and adjust their work status.As for the organization,this study can remind the organization to pay attention to the impact of workplace ostracism on employees and the organization,and provide employees with effective ways to deal with things or corresponding assistance plans,which provides certain practical significance for the effectiveness of the organization’s management.