Spillover effects of workplace ostracism on employee family life: The Role of need for affiliation and work-home segmentation preference

Abstract

the indirect influence of workplace ostracism on family undermining and family satisfaction via work stress. This study has several theoretical and practical implications. Based on the conservation of resources theory, this study demonstrates an increase in negative spillover and a decrease in positive spillover; moreover, this study maps the antecedent variables of family undermining and family satisfaction in the workplace. Furthermore, this study shows that work stress is a key transmission mechanism by which workplace ostracism penetrates the work-family interface and causes a spillover effect, which is a response to the a calling for disclosing “the black box” of the spillover effect of workplace ostracism. Finally, by constructing a moderated mediation model and investigating the influence of workplace ostracism on individuals with a unique need for affiliation and work-home segmentation preference, this study specifies the boundary conditions of the spillover effect for workplace ostracism and contributes valid evidence for the conservation of resources theory. In practice, our study can help service enterprises and their managers to understand the spillover effect of workplace ostracism on the family domain more accurately, and to reduce the negative impact of workplace ostracism by taking effective measures, such as building a harmonious, tolerant, and friendly organizational cultural atmosphere.