CAJ | 학술논문

为考察工作场所排斥（包括上司排斥与同事排斥）与员工角色内行为和角色外行为（组织公民行为）间的关系，以及归属感在上述关系中的中介作用，本研究采用问卷调查法分两次对全职工作一年以上的员工进行施测，前后共获得247份有效匹配数据，经统计分析后发现：（1）上司排斥与同事排斥均显著地负向预测员工角色内外行为，工作场所排斥水平越高，角色内行为和角色外行为的表现越差。（2）归属感在上司排斥、同事排斥与员工角色内行为之间发挥了完全中介作用，即工作场所排斥会破坏员工的归属感，最终降低角色内行为。（3）归属感在上司排斥和角色外行为的关系中发挥了完全中介作用，但在同事排斥与角色外行为的关系中仅存在部分中介作用，说明工作场所排斥在一定程度上会破坏员工的归属感，最终影响其角色外行为表现。
위고찰공작장소배척（포괄상사배척여동사배척）여원공각색내행위화각색외행위（조직공민행위）간적관계，이급귀속감재상술관계중적중개작용，본연구채용문권조사법분량차대전직공작일년이상적원공진행시측，전후공획득247빈유효필배수거，경통계분석후발현：（1）상사배척여동사배척균현저지부향예측원공각색내외행위，공작장소배척수평월고，각색내행위화각색외행위적표현월차。（2）귀속감재상사배척、동사배척여원공각색내행위지간발휘료완전중개작용，즉공작장소배척회파배원공적귀속감，최종강저각색내행위。（3）귀속감재상사배척화각색외행위적관계중발휘료완전중개작용，단재동사배척여각색외행위적관계중부존재부분중개작용，설명공작장소배척재일정정도상회파배원공적귀속감，최종영향기각색외행위표현。
Research on ostracism became popular in the 70s of the last century, with the development of theories of belonging needs and self - esteem. It is typically defined as being ignored and excluded, and often occurs without excessive explanation or explicit nega- tive attention. Workplace ostracism, which is usually conducted by supervisors or colleagues in the organizations, is one special exam- ple. After being ostracized, individuals＇ fundamental needs （e. g. , the belonging need） will be threatened, and then victims have to search for various ways, including behavioral changes, to compensate these thwarted needs. In other words, workplace ostracism is like- ly to influence organizational behaviors. The current study was to explore the relationships among workplace ostracism （both from super- visors and coworkers）, employees＇ in- role behaviors and extra- role behaviors （i. e. , organizational citizenship behavior）, and the mediating role of belonging need in aforesaid relationships, based on the William＇ s temporal need - threat model. In total, 247 employees collected from different organizations were sampled. To avoid the common method variance, two waves of survey were administrated, using time - lagged design with one week in between. In the first wave, employees were asked to provide rat- ings of workplace ostracism （both from supervisors and coworkers） and some demographic information. In the second wave, the satisfac- tion of belonging needs and the level of both in - role and extra - role behaviors were asked. After investigation, the data collected in two waves were matched, input into computer and analyzed by software of SPSS 16.0 Hierarchical Regression Modeling （HRM） was employed to analyze the data. Results indicated that workplace ostracism （both from supervisors and coworkers） could negatively predicted employees＇ in -role behaviors and extra -role behaviors, but these rela- tionships would be mediated by belonging need, namely, workplace ostracism could affect employees＇ belonging need, then their be- havioral performance would be impaired at last. Workplace ostracism is a negative phenomenon that cannot be ignored. These findings not only examined the relationships among workplace ostracism, belonging needs, in - role and extra - role behaviors, but also attracted attentions of domestic scholars to work- place ostracism, which is a hot area of occupational health psychology. Future research can explore the influence of ostracism on em- ployees＇ attitude, behavior and health integratedly, and the mediating effect of other fundamental needs, i. e. , self - esteem, meaning- ful existence, and control need. It is also interesting to understand the response of victims after being ostracized for a long time from dy- namic perspective. Besides theoretical contributions, the present findings had a lot of important practical implications. For example, they offered some suggestions of preventing workplace ostracismfor organization managers and how to reduce its influence for victims through satisfying their belonging need.