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Pragmatic impact of workplace ostracism: toward a theoretical model

机译：工作场所排斥的务实影响：走向理论模型

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Purpose The Purpose of this paper is to extend the ostracism literature by exploring the pragmatic impact of ostracism on performance.Design/methodology/approachOstracism workplace, social relations and empowerment structures are discussed. The paper then develops a theoretical framework that explains why and under what conditions workplace ostracism undermines employees’ performance. The author proposes that empowerment structures mediate the link between ostracism and in-role and extra-role performance. In addition, it was proposed that relational links buffer the negative relationship between ostracism and empowerment structures on performance and weaken the negative indirect effect of ostracism on performance.FindingsThe theoretical arguments provide support for the model showing that empowerment structures mediate the relationship between ostracism and performance, and the mediation effect only occurred when external links were high but not when external links were low.Originality/valueThe author has expanded the extant literature by answering recent calls for research exploring the pragmatic impact of workplace ostracism where past research has typically focused solely on the psychological impacts such as psychological needs.
机译：目的本文的目的是通过探讨排斥对绩效的实用影响来扩展排斥文学。讨论设计/方法论/方法骨胶原工作场所，社会关系和授权结构。然后，论文建立了一个理论框架，解释了为什么工作场所排斥在什么条件下会损害员工的绩效。作者提出，赋权结构可以调节排斥与角色内和角色外绩效之间的联系。此外，有人提出关系链接可以缓冲排斥和授权结构之间对绩效的负面关系，并减弱排斥对绩效的负面间接影响。原创性/价值作者通过回答最近对工作场所排斥的实用影响的研究呼吁，扩展了现有文献，过去的研究通常只关注于此心理影响，例如心理需求。

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