CAJ | 학술논문

从被排斥个体的角度出发，以自我验证理论视角，研究了职场排斥对员工主动性行为的影响机制，考察在以上关系中员工的组织自尊的中介作用和员工的个性特征神经质的调节作用。针对3次追踪调查所得的403名员工和主管配对数据的层级回归分析发现：职场排斥对员工的组织自尊和主动性行为具有显著的负向影响；组织自尊对主动性行为有显著的正向影响；组织自尊中介了职场排斥与员工主动性行为之间的关系；神经质增强了职场排斥与组织自尊之间的关系，员工神经质程度越高，职场排斥与组织自尊之间的负向关系就越强。
종피배척개체적각도출발，이자아험증이론시각，연구료직장배척대원공주동성행위적영향궤제，고찰재이상관계중원공적조직자존적중개작용화원공적개성특정신경질적조절작용。침대3차추종조사소득적403명원공화주관배대수거적층급회귀분석발현：직장배척대원공적조직자존화주동성행위구유현저적부향영향；조직자존대주동성행위유현저적정향영향；조직자존중개료직장배척여원공주동성행위지간적관계；신경질증강료직장배척여조직자존지간적관계，원공신경질정도월고，직장배척여조직자존지간적부향관계취월강。
Employee proactive behavior and workplace ostracism have received increasing attention nowadays. Extant studies which have empirically tested the relationship between workplace ostracism and employee in-role behavior （e.g., job performance） or extra-role behavior （e.g., contextual performance and organizational citizenship behavior） mostly based on social exchange or social identity theory. Few studies have investigated the relation between workplace ostracism and employee proactive behavior. Drawing on the self-verification theory perspective, the present study aimed to examine the influence mechanism of workplace ostracism on employee proactive behavior, especially the mediating role of organization-based self-esteem and the moderating role of neuroticism. The participants of this study were 403 employee-supervisor dyads from three large engineering machinery manufacturing enterprises in Fujian province. Three waves of data collection with two-month intervals were conducted to reduce the potential common method bias. In the first-wave survey （T1）, employees reported their neuroticism, conscientiousness, perceived workplace ostracism and demographic variables. In the second-wave survey （T2）, employees who had completed first wave questionnaires were surveyed again and were required to rate their organizational-based self-esteem. In the third wave survey （T3）, employees’ supervisors were surveyed in order to obtain the employees’ proactive behaviors. The final sample was 403 employee-supervisor dyads with a response rate of 49.75%. We conducted hierarchical regression modeling to test the hypotheses. Results showed that workplace ostracism was negatively related to organization-based self-esteem; organization-based self-esteem was positively related to employees’ proactive behavior; workplace ostracism was negatively related to employees’ proactive behavior and organization-based self-esteem fully mediated the relation between workplace ostracism and proactive behavior; neuroticism strengthened the relation between workplace ostracism and organization-based self-esteem, such that the higher the level of employee’s 〈br〉 neuroticism, the stronger the negative relation between workplace ostracism and organization-based self-esteem. This study offers following major contributions. First, this study fills in the gap of the research on the relation between workplace ostracism and employee proactive behaviors, investigates the influence mechanism of workplace ostracism on employee proactive behavior and broadens the research on the antecedents of employee proactive behavior. Second, previous research often explored the effects of workplace ostracism on employee attitude and behavior from the social exchange theory or social identity theory perspective, this study explores the influence mechanism of workplace ostracism on employee proactive behavior based on self- verification theory, which broadens the research perspectives of the influence mechanism of workplace ostracism. Third, this study combines the moderating role of neuroticism and the mediating role of organizational-based self-esteem to explore the influence mechanism of workplace ostracism on employee proactive behavior, thus it contributes to understanding the black box between workplace ostracism and employee proactive behavior.