Please wait a minute...
Acta Psychologica Sinica
|
The Effect of Workplace Ostracism on Proactive Behavior: The Self-Verification Theory Perspective
LIU Xiaoyu1; LIU Jun2; HUI Chun3; WU Rongrong2
(1 Business School, University of International Business and Economics, Beijing 100029, China) (2 School of Business, Renmin University of China, Beijing 100872, China) (3 School of Business, University of Hong Kong, HongKong, 999077)
Download: PDF(480 KB)   Review File (1 KB) 
Export: BibTeX | EndNote | Reference Manager | ProCite | RefWorks    
Abstract  

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 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.

Keywords workplace ostracism      proactive behavior      self-verification      organizational-based self-esteem      neuroticism     
Corresponding Authors: LIU Jun, E-mail: junliu@ruc.edu.cn    
Issue Date: 25 June 2015
Service
E-mail this article
E-mail Alert
RSS
Articles by authors
LIU Xiaoyu
LIU Jun
HUI Chun
WU Rongrong
Cite this article:   
LIU Xiaoyu,LIU Jun,HUI Chun, et al. The Effect of Workplace Ostracism on Proactive Behavior: The Self-Verification Theory Perspective[J]. Acta Psychologica Sinica, 10.3724/SP.J.1041.2015.00826
URL:  
http://journal.psych.ac.cn/xlxb/EN/10.3724/SP.J.1041.2015.00826     OR     http://journal.psych.ac.cn/xlxb/EN/Y2015/V47/I6/826
[1] LUO Li; HUANG Min-Er. The age differences of the mediation effect of emotion regulation between traits and emotion[J]. Acta Psychologica Sinica, 2016, 48(11): 1455-1466.
[2] XIE Jun; YAN Ming. Active coping or avoidance? The effect of proactive personality on the relationship between workplace ostracism and organizational citizenship behavior[J]. Acta Psychologica Sinica, 2016, 48(10): 1314-1325.
[3] TIAN Xiaoming; LI Rui. Can Self-Sacrificial Leadership Promote Employee Proactive Behavior? The Mediating Effect of Felt Obligation and Its Boundary Conditions[J]. Acta Psychologica Sinica, 2015, 47(12): 1472-1485.
[4] LI Rui; TIAN Xiaoming. Supervisor Authoritarian Leadership and Subordinate Proactive Behavior: Test of A Mediated-Moderation Model[J]. Acta Psychologica Sinica, 2014, 46(11): 1719-1733.
[5] WU Mengying;ZHOU Renlai;HUANG Yamei;WANG Qingguo;ZHAO Yan;LIU Yanfeng. Effects of Menstrual Cycle and Neuroticism on Emotional Responses of Healthy Women[J]. Acta Psychologica Sinica, 2014, 46(1): 58-68.
[6] Ding Ni,Ding Jinhong,Guo Dejun. An Event-Related Potential Study of Neuroticism Influences on Emotional Processing[J]. , 2007, 39(04): 629-637.
[7] Hu Yanhua,Huang-Miner. Diverse Consequences of Neuroticism and Extraversion on Down-regulation of Negative Emotions[J]. , 2006, 38(04): 553-561.
[8] Lei Li,Yang Yang,Liu Mingxin. The Relationship Between Adolescents’ Neuroticism, Internet Service Preference, and Internet Addiction[J]. , 2006, 38(03): 375-381.
[9] Huang Changxin,Zhang Qiji Institute of Space Medico-engineering, Beijing. RESEARCH ON THE RELATIONSHIP BETWEEN PERSONALITY DIMENSIONS AND ATTENTION ALLOCATION AND ITS SIGNIFICANCE IN SELECTIONS[J]. , 1993, 25(02): 38-44.
Viewed
Full text


Abstract

Cited

  Shared   
  Discussed   
Copyright © Acta Psychologica Sinica
Support by Beijing Magtech