中国企业职场排斥的成因、结果及影响机制：基于社会影响与社会认同视角的研究

Workplace ostracism is a prevalent phenomenon in Chinese organizations. Based the current literature, two important theoretical questions regarding workplace ostracism remain unanswered: First, what are the antecedents of workplace ostracism? Second, are the employees' responses to workplace ostracism constructive or destructive? The current study will integrate social influence and social identity theory to answer these two questions, using theoretical analysis (case study) and empirical research (survey study), to systematically investigate the antecedents, the outcomes, and the process of workplace ostracism in Chinese organizations. In addition, the current study will establish a theoretical model of workplace ostracism, and test it with statistical analysis, in order to provide useful suggestions for human resource management in China. The major contributions of the current study are: First, the study will distinguish between objective ostracizing behaviors and perception of workplace ostracism; Second, based on social influence theory, the current study will investigate how employees choose their coping strategy and the determine the magnitude of their response to workplace ostracism; Third, based on the social identity theory, the current study will examine how employees balance their self-evaluation as a response to workplace ostracism.

职场排斥（Workplace Ostracism）在中国企业里是一种普遍现象，对其研究有重要的理论意义和实践应用价值。然而基于现有文献，职场排斥的研究中有两个亟待解决的理论问题：1）职场排斥产生的前因是什么？ 2）被排斥的员工反应路径是建设性的还是破坏性的？本研究将结合社会影响和社会认同理论来探讨这些问题。通过理论分析与实证检验，系统研究中国企业里职场排斥这一现象的前因、结果影响机制，建立职场排斥的过程模型，并运用统计方法检验这一理论模型，以便为组织中的职场排斥研究提供坚实的理论基础，并为人力资源管理实践提供借鉴之处。本课题研究的主要贡献是：1）分辨他人的排斥行为与员工的职场排斥感觉的不同，理清从客观行为到主观印象的职场排斥过程；2）基于社会影响视角，研究感受到排斥的员工"对外"如何选择应对策略以及应对强度；3）基于社会认同视角，探索感受到排斥的员工"对内"如何调整自我意识应对职场排斥。

职场排斥在中国企业是一种普遍现象，对其研究有重要的理论意义和实践应用价值。然而基于现有文献，职场排斥的研究中有两个二代解决的理论问题：1)职场排斥的前因是什么？2）被排斥的员工反映路径是建设性的还是破坏性的？我们使用社会网络分析方法去简则为什么以及在什么情况下员工的排斥行为能够准确的被排斥对象感知到。并且这种感知是否会导致被排斥对象犯生产行为的实施。我们从加害者以及受害者的角度，直接测量了员工实施的排斥行为以及感知到的排斥。我们的研究发现具有高归属需求的员工更容易捕捉到他人的排斥行为，在捕捉到排斥行为后那些政治技能较低的员工更容易实施反生产行为。