职场排斥的作用机制与本土化发展  

Workplace ostracism: A review on mechanisms and localization development

作　　者：陈晨[1] 杨付[1] 李永强[1] CHEN Chen YANG Fu LI Yongqiang(School of Business Administration, Southwestern University of Finance and Economics, Chengdu 631110, China)

机构地区：[1]西南财经大学工商管理学院,成都611130

出　　处：《心理科学进展》2017年第8期1387-1400,共14页Advances in Psychological Science

基　　金：国家自然科学基金(71372208);国家自然科学基金青年项目(71502141);新世纪优秀人才支持计划(NCET-12-0923);西南财经大学中央高校基本科研业务费专项资金"消极连带对员工绩效的影响研究"(JBK1507076)

摘　　要：职场排斥是组织情境中的负面行为,会对员工的心理状态、工作态度和工作行为,以及组织绩效造成严重的影响,近年来得到了学者和管理者的关注。研究主要从职场排斥的概念、测量工具、与其它概念的比较及实证研究四个方面,对国内外相关研究进行了梳理,并探讨中国文化的权变作用。未来研究应从中国的组织情境特点出发,继续完善职场排斥的概念和维度,扩展研究层次,深入分析影响机制,结合中国文化对职场排斥展开本土化研究,丰富研究视角。Workplace ostracism, a negative behavior, has detrimental consequences for employees and organizations in the form of employees’ psychological states, work attitudes, work behaviors and organizational performance. Workplace ostracism has attracted attention from scholars and managers in recent years. By systematically reviewing the literature of its concept, structural features, measurements, and comparing with other types of workplace behavior and empirical researches, this study summarizes related researches home and abroad, and discusses the contingent effect of Chinese culture. Future studies should focus on enriching the definition and dimensions of workplace ostracism, expanding its research level and exploring the mechanism from the perspective of Chinese organizational context.

关 键 词：排斥 职场排斥 中国文化 机制 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]