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首页> 外文期刊>Journal of organizational behavior >Workplace ostracism and deviant and helping behaviors: The moderating role of 360 degree feedback
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Workplace ostracism and deviant and helping behaviors: The moderating role of 360 degree feedback

机译：工作场所的排斥和越轨行为和帮助行为：360度反馈的调节作用

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Drawing on sociometer theory, we argue that when 360 degree feedback is used in a work setting, being ostracized by coworkers has a stronger negative influence on employees' state self-esteem, which promotes interpersonal deviance and demotivates helping directed toward coworkers, as compared to settings in which 360 feedback is not used. We tested our hypotheses using data collected from North American employees (Study 1) and a two-wave survey of employees in China (Study 2). Results from both studies support the hypothesized interaction between workplace ostracism and 360 degree feedback on interpersonal deviance and helping behavior. Results from Study 2 further show that lower state self-esteem accounts for the stronger negative association of ostracism with helping behavior among employees who are exposed to 360 degree feedback. Ostracism is not related to subsequent state self-esteem or behavior when 360 degree feedback is absent. We discuss the implications for theory and research concerning employee exclusion. Copyright (c) 2016 John Wiley & Sons, Ltd.
机译：借助社会计量学理论，我们认为，在工作环境中使用360度反馈时，被同事排斥会给员工的状态自尊带来更大的负面影响，与同事相比，这种行为会促进人际偏差和激励对同事的帮助。不使用360反馈的设置。我们使用从北美雇员收集的数据（研究1）和对中国雇员的两波调查（研究2）检验了我们的假设。两项研究的结果都支持假设的工作场所排斥与人际偏差和帮助行为的360度反馈之间的相互作用。研究2的结果进一步表明，处于较低状态的自尊导致暴露于360度反馈的员工中，排斥与帮助行为之间的负相关性增强。当缺少360度反馈时，排斥与以后的状态自尊或行为无关。我们讨论了有关员工排斥的理论和研究的含义。版权所有（c）2016 John Wiley＆Sons，Ltd.

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