Research On The Impact Of Workplace Ostracism On Voice And Helping Behavior

Good workplace interpersonal relationships are essential,and workplace ostracism of this bad interpersonal interaction has seriously affected employees' physical and mental health and work efficiency,and even brought negative to the organization Impact.In the context of China,people generally advocate the concept of "silence is gold" and "loss is a blessing".How should employees deal with this negative behavior? Previous researches have verified the impact of workplace ostracism based on the conflict-retaliation perspective in many ways,showing that workplace ostracism has a negative impact on employees' proactive behavior,job performance,and organizational citizenship behavior.Therefore,from an organizational perspective,how to minimize the occurrence of workplace ostracism and how to allow employees to respond appropriately after being ostracized in the workplace to reduce the personal pressure and performance loss caused by workplace ostracism is crucial for the organization.Based on previous researches,this thesis introduces the related research of the five variables of workplace ostracism,perceived insider status,career resilience,voice and helping.Triggered from the perspectives of social identity theory and resource conservation theory,this thesis proposes the research hypothesis,Construct a theoretical model with both regulation and intermediation.The employees of dozens of national institutions in Chongqing,Chengdu,Leshan,Suining,and Yibin were selected as the research objects,and the questionnaires were distributed via the Internet.A total of 844 valid questionnaires were collected and used SPSS25.0.Statistical analysis software like Mplus analyze the samples to verify the research hypothesis.The following research conclusions are obtained:(1)workplace ostracism has a negative effect on voice and helping behavior;(2)workplace ostracism has a negative effect on perceived insider status;(3)perceived insider status mediates workplace ostracism on voice and helping behavior Negative effect;(4)Career resilience can negatively regulate the negative effect of workplace ostracism on voice and helping behaviors,that is: at a high level of professional toughness,workplace ostracism has a weaker effect on voice and help behaviors.The innovation of this research lies in:(1)Selection of research samples.The thesis expands the group of relationships between workplace ostracism,voice,and helping.Previous research groups on occupational ostracism on voice and helping were mostly limited to teachers,hospital nurses,and corporate employees.In this thesis,employees of national institutions are selected as research samples,which not only responds to previous research conclusions,but also increases the applicability of this conclusion to different groups.(2)Innovation of research ideas.This article takes occupational resilience as a situational variable that regulates workplace ostracism and voice,and helping behavior.By reviewing domestic and foreign literature,it is found that researchers rarely consider occupational resilience in the study of workplace ostracism,but Career resilience,as an important characteristic of individuals,can well reflect how individuals respond to adversity in life and work.(3)Choice of research theory.Previous studies mainly explored the internal relationship between workplace ostracism,voice,and helping behavior on the basis of social exchange theory and social identity theory,but this study introduced resource conservation theory to explore the relationship between variables from a more diverse perspective,It also provides a new perspective for the subsequent research.Therefore,this study lays a theoretical foundation for the study of workplace ostracism on the study of extra-role behaviors such as voice and helping.