工作场所排斥与工作绩效:组织自尊与绩效目标取向的调节中介模型

IF 3.4 3区 管理学 Q2 MANAGEMENT
C. Kuo, Chih-Ying Wu
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引用次数: 9

摘要

目的建立并检验职场排斥与工作绩效之间的有调节中介模型。从自尊威胁的角度出发,该模型认为工作场所排斥对工作绩效的影响受组织自尊水平的中介作用,而工作场所排斥与组织自尊的关系受绩效目标取向的调节作用。设计/方法/方法从台湾160名员工及其直接主管中收集了多源数据。正如研究模型所预测的那样,我们发现职场排斥会降低组织自尊,从而阻碍员工的工作绩效。绩效目标取向通过组织自尊来缓冲工作场所排斥对工作绩效的负面影响。为了消除职场排斥的负面影响,管理者可以通过调整被排斥员工的绩效目标取向来帮助他们进行自我调节,以减少自尊威胁的感知。原创性/价值本研究提供了工作场所排斥与工作绩效关系的边界条件证据,并探讨了自我调节对被排斥员工组织自尊和后续工作绩效的影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Workplace ostracism and job performance: the moderated mediation model of organization-based self-esteem and performance goal orientation
PurposeThis study established and examined a moderated mediation model connecting workplace ostracism with job performance. Drawing from the viewpoint of self-esteem threat, the model posits that the effect of workplace ostracism on job performance is mediated by levels of organization-based self-esteem, while the relationship between workplace ostracism and organization-based self-esteem is moderated by performance goal orientation.Design/methodology/approachMultisource data were collected from 160 employees and their immediate supervisors in Taiwan.FindingsAs predicted in the research model, workplace ostracism was found to decrease organization-based self-esteem and, therefore, hinder employees' job performance. Performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem.Practical implicationsTo eliminate the negative impact of workplace ostracism, supervisors can help ostracized employees to self-regulate by aligning their performance goal orientation to reduce the perception of self-esteem threat.Originality/valueThis study provides evidence of boundary conditions for the relationship between workplace ostracism and job performance and explores the impact of self-regulation on ostracized employees' organization-based self-esteem and subsequent job performance.
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来源期刊
CiteScore
5.40
自引率
10.00%
发文量
25
期刊介绍: Careers and Development are inter-related fields of study with connections to many academic disciplines, organizational practices and policy developments in the emerging knowledge economies and learning societies of the modern world. Career Development International provides a platform for research in these areas that deals with questions of theories and theory development, as well as with organizational career strategy, policy and practice. Issues of theory and of practice may be dealt with at individual, organizational and society levels. The international character of submissions may have two aspects. Submissions may be international in their scope, dealing with a topic that is of concern to researchers throughout the world rather than of sole interest to a national audience. Alternatively, submissions may be international in content, relating, for example, to comparative analyses of careers and development across national boundaries, or dealing with inherently ''international'' issues such as expatriation. Coverage: -Individual careers - psychological and developmental perspectives -Career interventions (systems and tools, mentoring, etc) -Government policy and practices -HR planning and recruitment -International themes and issues (MNCs, expatriation, etc) -Organizational strategies and systems -Performance management -Work and occupational contexts
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