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Workplace ostracism and employee creativity: role of defensive ilence and psychological empowerment

机译：工作场所撤销主义和员工创造力：防御性和心理赋权的作用

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Purpose - The purpose of this paper is to study the impact of workplace ostracism and defensive silence on employee behavior within an organization. The paper attempts to study the impact of workplace ostracism on employee creativity. The paper also aims to train the employees to withstand the negative effects of workplace ostracism. Design/methodology/approach - This is an empirical study. Primary data were collected from 454 employees working in the service sector in India. The data were collected from an U sector unit, an insurance company and a bank. Utmost care was taken in order to select organizations where there was frequent interaction between the supervisors and co-workers in order to measure the relevant variables. Mean, standard deviation and correlation were used for descriptive studies, and structural equation modeling was used to measure several dimensions of the hypothesized model. A bootstrap method is used to measure the impact of workplace ostracism on employee creativity. Findings - The study found that defensive silence mediates between workplace ostracism and employee creativity and psychological empowerment moderates between workplace ostracism and employee creativity. Workplace ostracism negatively effects employee creativity and positively influences defensive silence. The study reveals the moderating effect of psychological empowerment on workplace ostracism and employee creativity such that low levels of psychological empowerment negatively influences employee creativity and high level of psychological empowerment has a positive effect on employee creativity. Practical implications - Workplace ostracism is proved to be a stressor. The study contributes to the literature on stressor-strain relationship workplace ostracism and employee creativity. Psychological empowerment has indirect influence on workplace ostracism and employee creativity. Organizations may train employees to combat the negative effects of workplace ostracism through concepts like psychological empowerment. Originality/value - The study is one of its kind as it aimed to measure the impact of workplace ostracism on employee creativity. Though there are several studies on workplace ostracism, its influence on employee creativity perhaps is covered by the present study.
机译：目的 - 本文的目的是研究工作场所脱水主义和防御性沉默对组织内员工行为的影响。本文试图研究工作场所排除主义对员工创造力的影响。本文还旨在培养员工，以承受工作场所排斥的负面影响。设计/方法/方法 - 这是一个实证研究。从印度服务部门工作的454名员工收集了主要数据。数据从U扇区，保险公司和银行收集。采取了最大的小心，以便选择在监事会和同事之间频繁互动的组织以衡量相关变量。平均值，标准偏差和相关性用于描述性研究，并且使用结构方程建模来测量假设模型的几个尺寸。 Bootstrap方法用于衡量工作场所撤销主义对员工创造力的影响。研究结果 - 该研究发现，工作场所排除主义与员工创造力与员工创造力与员工创造力之间的心理赋权之间的防御性沉默。工作场所撤斯塔干主义对员工创造力产生负面影响，积极影响防御性沉默。该研究揭示了心理赋权对工作场所排除扫原力和员工创造力的调节效应，使得低水平的心理赋权影响员工创造力和高水平的心理赋权对员工创造力产生积极影响。实际意义 - 证明工作场所撤销主义是一种压力。该研究有助于对压力乐队 - 应变关系工作场所排斥和员工创造力的文献。心理赋权对工作场所排斥和员工创造力的间接影响。组织可以通过心理赋权等概念培训员工对工作场所排除主义的负面影响。原创性/价值 - 研究是它的一种，因为它旨在衡量工作场所排除主义对员工创造力的影响。虽然有几项关于工作场所撤销主义的研究，但目前的研究涵盖了其对员工创造力的影响。

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