Research On The Impact Of Workplace Ostracism On Employee Silence

We are living in an era of rapid development.Both internal and external environments are changing rapidly."Fast" has become the main rhythm of modern society.With rapid high-speed trains and fast communication,people in the current environment also face increasing work pressure and increasing working hours.With the increase of working hours,it means that people’s working hours are also increasing.Leaders and colleagues become the groups that employees need to contact in the working environment for a long time,and employees’ relationship with others in the workplace and whether they are ostracized by others are concerned.Workplace Ostracism is different from active aggressive behaviors such as spreading rumors,threats and physical attacks.It is not easy to be noticed by others,but can have a negative effect on employees’ psychology,which is not given due attention in some enterprises.If the enterprise does not pay attention to it,in the long run,it will have a huge negative impact on employees’ psychology,behavior and performance.Employees’ sense of identity with the organization will decline,the working atmosphere will be disharmonious,and their working enthusiasm will decline,which will also aggravate Employee Silence.Therefore,enterprises should pay attention to the Workplace Ostracism suffered by employees,and take measures to suppress the emergence of Employee Silence.It is particularly important to explore the influence process of Workplace Ostracism on Employee Silence,and how to intervene in this process.Based on the Conservation of Resources Theory,this paper explored the relationship between Workplace Ostracism and Employee Silence,and introduced Perceived Insider Status as the mediating variable and neuroticism as the moderating variable to study its intervention effect on Workplace Ostracism and employees’ behaviors.This paper firstly explains the background,purpose and significance of the research,and summarizes the research content,methods and framework.Then,the theoretical basis of the research is summarized,as well as relevant literature on variables involved in the research.After that,the theoretical model is constructed from the perspective of Conservation of Resources Theory,and the theoretical hypothesis is deduced to put forward the research hypothesis.In the empirical data analysis part,SPSS 18 and LISREL 8.80 were mainly used for reliability and validity analysis,descriptive statistical analysis and regression analysis of the data collected from the questionnaire to verify the validity of the research hypothesis.Finally,conclusions are summarized based on the results of data analysis,and suggestions are put forward for the management practices of enterprises based on the conclusions.Innovations and shortcomings of the research are summarized,as well as future research prospects.In this paper,employees of domestic enterprises were taken as the research objects for data collection through questionnaire survey,and a total of 326 valid questionnaires were collected.Based on the results of data analysis,the following conclusions were drawn:(1)Workplace Ostracism has a significant positive impact on Employee Silence;(2)Workplace Ostracism has a significant negative impact on Perceived Insider Status;(3)Perceived Insider Status has a significant negative impact on Employee Silence;(4)Perceived Insider Status plays a partial mediating role between Workplace Ostracism and Employee Silence;(5)Employees’ neuroticism personality traits positively regulates the relationship between Workplace Ostracism and Perceived Insider Status.The higher the employee’s neuroticism,the stronger the negative relationship between Workplace Ostracism and Perceived Insider Status.According to the research conclusion,this paper proposes management enlightenment from three aspects: individual,organization and society.Individual level: Regulate their words and deeds,cultivate good moral character;Correct attitude,can view the Workplace Ostracism behavior correctly;Resolving stress and being the master of emotions.Organizational level: To create a good office atmosphere and curb the emergence of Workplace Ostracism;Pay attention to observe the emotional stability of employees,timely guide.Social level: Promote the social support system,encourage all people to care about the health and feelings of the people around them,and build a warm,harmonious and loving social family;Provide adolescent mental health services.The innovations of this paper are as follows:(1)Based on the Conservation of Resources Theory,this paper explores the mechanism of Workplace Ostracism influencing Employee Silence through Perceived Insider Status;(2)From the perspective of individual differences,this paper tries to intervene in the process of Workplace Ostracism.