Research On The Influence Mechanism Of Workplace Ostracism On Employees’ Helping Behavior

A good workplace relationship is crucial to the development of companies,but a survey shows that in China,nearly 70%of employees have experienced workplace ostracism.This has aroused widespread concern in the practice world.Subsequently,scholars have begun to pay attention to the impact of workplace ostracism on employees.At the beginning of the research,most scholars thought that the workplace ostracism was "useless".But in recent years,some studies have noticed that employees are individuals with subjective initiative.When faced with workplace ostracism that damages their relationships,on the one hand,they may be tired of doing organizational behavior that is good for the development,but on the other hand,they may resort to prosocial behavior that is interpersonal redeemable.Helping behavior is a typical prosocial behavior.It can not only form a friendly and harmonious interpersonal atmosphere,,but also plays a key role in organizational performance and long-term development.Based on this,this study focus on the following considerations:Does workplace ostracism have different effects on employees?And what’s the mechanism beteween workplace ostracism and employees’ helping behavior?What factors will affect this different path?To answer these questions,this study constructed a conceptual model of workplace ostracism and helping behavior on the basis of the conservation of resources and transactional theory of stress.In this model,psychological distress,work-family conflict,relational crafting and work-family conflict were used as single or chain mediators,and proactive personality was used as the moderating variable of the relationship between workplace ostracism and psychological distress or relational crafting.This study took employees as the survey object,collected 365 valid data by questionnaire,adopted SPSS22.0 and MPLUS7.4 statistical analysis software,and adopted Bootstrap and hierarchical regression method to conduct hypothesis testing.The result shows:Workplace ostracism can not only improve psychological distress,but also improve relational crafting;Compared with employees with low proactive personality,employees with high proactive personality experience lower levels of psychological distress and higher relational crafting;Psychological distress plays a mediating role between workplace ostracism and work-family conflict;Relational crafting plays a mediating role between workplace ostracism and workfamily conflict;Psychological distress plays a mediating role between workplace ostracism and employee’ helping behavior;Relational crafting plays a mediating role between workplace ostracism and employees’ helping behavior;Psychological distress and work-family conflict plays a chain mediating role between workplace ostracism and employees’ helping behavior.Finally,this paper gives some research conclusions according to the data analysis results,and makes a prospect for the future research.