The Impact Of Work Ostracism On Employee Deviance Behavior

With the increasingly fierce market competition,the development of modern enterprises depends more and more on the coordination and communication between people.However,in this process,there will inevitably be various conflicts of interest and personnel games,which hinder the realization of organizational goals.Studies have shown that workplace ostracism as a typical phenomenon of workplace "apathy",is a common non-contact mental injury in the workplace,which will undoubtedly have an impact on employees’ extra role behaviors,such as employee deviance behavior.Higher employee deviance behavior will not only increase the cost of human resources,but also lead to the decline of employee’s work efficiency,which will bring great challenges to enterprise leaders and management practitioners.In view of the universality and harmfulness of workplace ostracism and employee deviance behavior,it has been widely concerned by scholars.But at present,the mechanism of workplace ostracism on employee deviance behavior is not clear.Therefore,In this context,based on the conservation of resource theory and cognitive affective personality system theory,the study explores the influence mechanism of workplace ostracism of deviant behavior toward employees and the moderating effect of organizational support,so as to provide theoretical framework and empirical evidence for revealing the mechanism of workplace ostracism.In this study,511 valid questionnaires were collected and analyzed by SPSS 25.0 and Mplus7.0 software.The results show that:(1)There was a significant positive correlation between workplace ostracism and employee deviance behavior(r=0.645,p<0.01);(2)There are significant differences in age,marriage,working years,education level and position level in workplace ostracism;significant differences in psychological safety in marriage and working years;significant differences in gender,age,marriage,working years and position level in negative emotion;significant differences in gender,age,marriage,working years and position level in employee deviance behavior;gender,age,marriage,working years,company nature and position level in employee deviance behavior;There are significant differences in job types,job levels and job types;(3)There was a significant negative correlation between workplace ostracism and psychological safety(r=-0.409,p<0.01),and a significant negative correlation between psychological safety and employee deviance behavior(r=-0.361,p<0.01),but the predictive effect of psychological safety on employee deviance behavior was not significant(β=-0.245,t=-1.871,p>0.05).(4)Workplace ostracism has a significant positive impact on negative emotions(r=0.511,p<0.01),and a significant positive correlation between negative emotion and employee deviance behavior(r=0.468,p<0.01).Negative emotion played an intermediary role in the positive impact of workplace ostracism on employee deviance behavior,that is,workplace ostracism indirectly affected employee deviance behavior through negative emotion;(5)There was a significant negative correlation between psychological safety and negative emotion(r=-0.380,p<0.01),which played a chain mediating role in the positive impact of workplace ostracism on employees’ deviance behavior,that is,workplace ostracism affected employees’ deviance behavior through psychological safety;(6)Perceived organizational support can alleviate the negative influence of psychological safety on negative emotion,and then regulate the chain mediation path.That is to say,employees with high sense of organizational support can weaken the negative effect of psychological safety on negative emotion,and weakening the chain mediation effect between psychological safety and negative emotion in workplace ostracism and employee deviant behavior.The results of this study show that workplace ostracism can reduce employees’psychological safety,increase their negative emotion,and then lead to the occurrence of deviance behavior.In addition,compared with the employees with low perceived organizational support,the employees with high perceived organizational support can effectively avoid the occurrence of deviance behavior.Therefore,this study not only develops the empirical study of workplace ostracism and employee deviance behavior,but also enriches and supplements the influence value of conservation of resource theory and cognitive affective personality system theory,which provides managers with certain reference,guides enterprises to pay attention to the construction of organizational support atmosphere,and reasonably play the important role of organizational support atmosphere in business management activities To avoid employee deviance behavior and improve the effectiveness of organizational management.