Author(s)

Siyu Chen ¹

Affiliation(s)

¹ School of Business, Macau University of Technology and Science, Macau, China

Corresponding Author

Siyu Chen

ABSTRACT

Workplace ostracism, as a negative behavior in organizational behavior, already exists in organizations and is typically destructive, which will have a negative impact on individuals and organizations to a large extent. In recent years, scholars have paid more attention to the impact of workplace ostracism on corporate employees as a whole, and paid less attention to individual employees. To achieve these goals, this study reviews existing domestic and international research literature, consolidating recent research trends and findings. It analyzes and synthesizes previous studies, formulating hypotheses for the current investigation. Data is collected through a questionnaire-based survey using established scales from both domestic and international sources. This study focuses on working women as the research subjects and aims to explore the impact of workplace ostracism on proactive employee behavior. It examines the mechanisms through which workplace ostracism influences proactive employee behavior and proposes a corresponding theoretical model. Based on the research findings, this study provides practical recommendations and countermeasures at both the organizational and individual employee levels to prevent workplace ostracism and promote proactive employee behavior. By addressing this issue comprehensively, this research contributes to the existing literature and offers insights for organizations to create a supportive work environment and enhance employee engagement and performance.

KEYWORDS

Workplace ostracism, Proactive employee behavior, Organizational belonging

CITE THIS PAPER

Siyu Chen, Research on the Impact of Workplace Ostracism on Proactive Employee Behavior. Journal of Human Resource Development (2023) Vol. 5: 12-16. DOI: http://dx.doi.org/10.23977/jhrd.2023.050603.

REFERENCES

[1] Bateman, TS, & Crant, JM (1993). The proactive component of organizational behavior: A measure and correlates. Journal of organizational behavior, 14 (2), 103-118.
[2] Elloy, DF, Everett, JE, & Flynn, WR (1991). An examination of the correlates of job involvement. Group & Organization Studies, 16 (2), 160-177.
[3] Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale .Journal of Applied Psychology, 93 (6), 1348.
[4] Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of applied psychology, 59 (5), 603.
[5] Williams, KD, & Sommer, KL (1997). Social ostracism by coworkers: Does rejection lead to loafing or compensation. Personality and Social Psychology Bulletin, 23(7), 693-706. 
[6] Williams, K. D.(2009).Ostracism: A Temporal Need-Threat Model. Advances in Experimental Social Psychology, Vol 41, 41, 275-314.
[7] Zellars, K. L., Tepper, B. J., & Duffy,M. K.(2002).Abusive supervision and subordinates' organizational citizenship behavior. Journal of Applied Psychology, 87(6),1068-1076.

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