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首页> 外文期刊>Australian Journal of Management >The role of person-organization fit and perceived organizational support in the relationship between workplace ostracism and behavioral outcomes
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The role of person-organization fit and perceived organizational support in the relationship between workplace ostracism and behavioral outcomes

机译：在工作场所排斥与行为结果之间的关系中，个人组织适应和感知的组织支持的作用

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With the escalating influence of workplace environment on organizational behavior, this study examined the relationships between workplace ostracism, person-organization fit, perceived organizational support, organizational citizenship behavior, and deviant behavior. Although prior studies have found that workplace ostracism led to negative outcomes, research to date has not been extensive in studying the underlying mechanisms which associate workplace ostracism and its behavioral outcomes. This study investigated the mediating effects of person-organization fit and the moderating effects of perceived organizational support between person-organization fit with organizational citizenship behavior and deviant behavior. Using a sample consisting of 249 employees in various organizations in South Korea, this study found person-organization fit to mediate the relationships between workplace ostracism and both organizational citizenship behavior and deviant behavior, while perceived organizational support moderated the link between person-organization fit and both organizational citizenship behavior and deviant behavior.
机译：随着工作场所环境对组织行为的影响逐渐增加，本研究考察了工作场所排斥，人与组织的契合度，组织支持感，组织公民行为和越轨行为之间的关系。尽管先前的研究发现工作场所排斥会导致负面结果，但迄今为止，尚未进行广泛的研究来研究将工作场所排斥与其行为结果相关联的潜在机制。这项研究调查了人与组织的契合的中介作用以及人与组织公民行为与越轨行为之间的契合对组织感知的支持作用。该研究使用了一个由韩国各个组织的249名员工组成的样本，该研究发现人与组织之间的关系可以调解工作场所排斥与组织公民行为和越轨行为之间的关系，而组织支持可以缓解人与组织之间的联系以及与组织之间的联系。组织公民行为和越轨行为。

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