职场排斥对组织公民行为的影响:一个有调节的中介模型  

The Effect of Workplace Ostracism on Organizational Citizenship Behavior:A Model with Moderated Mediator

作　　者：于鲁宁[1] 彭正龙[1] 

机构地区：[1]同济大学经济与管理学院,上海200092

出　　处：《预测》2018年第1期22-28,35,共8页Forecasting

基　　金：教育部博士点专项科研基金资助项目(20100072110010)

摘　　要：作为一种负向人际对待方式,以职场排斥为代表的职场冷暴力普遍存在于各类组织中。本文基于社会认同理论、社会交换理论和一致性理论,通过引入组织认同作为中介变量,构建了以心理安全感作为调节变量的被调节的中介效应模型,探讨职场排斥对组织公民行为各维度的影响。基于本土企业703份调查问卷的实证分析发现:职场排斥与组织公民行为各维度显著负相关;组织认同在职场排斥与组织公民行为各维度间起到中介作用;心理安全感显著调节职场排斥通过组织认同影响组织公民行为各维度的中介作用。As a negative interpersonal treatment,silent violence represented by workplace ostracism has been prevalent in all kinds of organizations. Based on social identity theory,social exchange theory and consistency theory,this research constructs a moderated mediation model that introduces the mediation with organizational identification and uses psychology safety as the moderator to explore the impact of workplace ostracism on each dimension of organizational citizenship behavior. Empirical analysis of 703 employees within local enterprises indicates that workplace ostracism is negatively correlated with each dimension of OCB,organizational identification mediates the impact of workplace ostracism on each dimension of OCB and psychology safety has a moderating effect on the mediating effect that workplace ostracism impacts each dimension of OCB through organizational identification.

关 键 词：职场排斥 组织公民行为 组织认同 心理安全感 

分 类 号：F272.92[经济管理—企业管理]