Subjects: Psychology >> Management Psychology submitted time 2021-05-31
Abstract： Against the backdrop of fierce competition in the workplace, conflicts of interest and interpersonal frictions in enterprises occur frequently. With cold violence increasingly prevalent, workplace ostracism raises extensive concern for its frequent occurrence, invisibility, and long-term hurtfulness. Compared to Western society, the traditional tolerance and restraint of Chinese culture intensifies the hurtfulness to those who are ostracized. Additionally, the fuzzy work-family boundary of Chinese culture displaces this hurtfulness onto their family through their emotions, attitudes, and behavior, which impairs their lives and future work. Previous studies have found that workplace ostracism has negative effects on the inner workings of an organization from the perspectives of psychology, attitude, behavior, and performance. However, the spillover effect of workplace ostracism on organizations is rarely discussed. Compared with Western society, Chinese employees maintain relatively vague boundaries between work and family, and the bad experiences of employees in the workplace are more likely to spillover to the family field through employees’ psychological and emotional states, thus affecting their family life and follow-up work. Based on the conservation of resources theory, this paper discusses the spillover effect of workplace ostracism on family undermining and family satisfaction from the perspectives of decreasing positive spillover and increasing negative spillover. Individuals feel threatened and stressed when they lose resources. In light of this, this study constructs and verifies the mediating effect of work stress between workplace ostracism and family undermining and family satisfaction. Furthermore, this study also verifies the boundary effect of individual need for affiliation and work-home segmentation preference in spillover. Two samples were collected to test the hypotheses. For the first sample, we collected the data at three timepoints with one-month intervals from 16 tourism-service enterprises in Guizhou and Shandong provinces. A total of 264 effective questionnaires were returned. For the second sample, with a one-week interval, the survey was administered to five tourism-service enterprises in Guizhou province, and the final sample consisted of 239 effective questionnaires. We employed hierarchical multiple regression and bootstrapping analyses to test the hypotheses. The results indicated the following: (1) workplace ostracism had a positive effect on family undermining and a negative effect on family satisfaction; (2) workplace stress mediated the relationship between workplace ostracism and family undermining and family satisfaction; (3) need for affiliation positively moderated the effect of workplace ostracism on work stress, while moderating the indirect influence of workplace ostracism on family undermining and family satisfaction via work stress; (4) work-home segmentation preference moderated the effect of work stress on family undermining and family satisfaction, while moderating 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.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Social Psychology Subjects: Computer Science >> Computer Application Technology submitted time 2018-03-15
Abstract： 理清“一带一路”沿线国家或地区的民心特点，并找到有效的合作交往模式，是关系到国家战略实施的重大问题。但是，由于地域辽阔、民族众多，且地缘政治、经济、文化因素（如原苏联影响、欧美国家殖民、宗教传统等）异常复杂，传统的分析方法往往难以奏效。该研究结合文化心理学和大数据分析技术，利用社交媒体Twitter数据来分析“一带一路”沿线国家或地区的自我表征特点（独立性或个人主义），并建立自我表征与社会信任（普遍信任、特殊信任）的预测模型，以探究与“一带一路”沿线国家或地区合作交往的行为模式，即：自我表征是独立，还是互依；人际关系偏好是陌生人之间的普遍信任，还是熟人间的特殊信任。结果表明，“一带一路”沿线国家或地区在自我独立性这一个人主义文化指标上存在较大的变异，且主要受欧美国家殖民历史和当地宗教传统的影响；此外，针对陌生人、外国人的普遍信任与针对家人、熟人的特殊信任，可以通过个人主义指标来预测。总之，“一带一路”沿线的文化是多样的，可以通过社交媒体产生的海量语料库快速计算其个人主义指标，并以此来建立自我表征与社会信任的预测模型。该研究为分析“一带一路”战略区域的“民心”特点、探索当地合作交往的行为模式提供了新的技术路径。
Peer Review Status:Awaiting Review
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