Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective

Why and when do employees respond to workplace ostracism by withholding their engagement in citizenship behavior? Beyond perspectives proposed in past studies, we offer a new account based on a social identity perspective and propose that workplace ostracism decreases citizenship behavior by undermi...

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Published inJournal of applied psychology Vol. 101; no. 3; p. 362
Main Authors Wu, Chia-Huei, Liu, Jun, Kwan, Ho Kwong, Lee, Cynthia
Format Journal Article
LanguageEnglish
Published United States 01.03.2016
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Abstract Why and when do employees respond to workplace ostracism by withholding their engagement in citizenship behavior? Beyond perspectives proposed in past studies, we offer a new account based on a social identity perspective and propose that workplace ostracism decreases citizenship behavior by undermining employees' identification with the organization. We also theorize that perceived job mobility influences the extent to which employees identify with the organization when being ostracized. These hypotheses were examined in two time-lagged studies conducted in China. The proposed hypotheses were supported by results in Study 1, and findings were generally replicated in Study 2, where effects of other known mediators (i.e., organization-based self-esteem, job engagement, and felt obligation toward the organization) and moderators (i.e., collectivism, power distance, and future orientation) suggested by previous perspectives were controlled. Results of Study 2 provided further support of the hypothesized directional effect of workplace ostracism on citizenship behavior via organizational identification. Our studies support the identification perspective in understanding workplace ostracism and also strengthen the application of this perspective in understanding workplace aggression broadly.
AbstractList Why and when do employees respond to workplace ostracism by withholding their engagement in citizenship behavior? Beyond perspectives proposed in past studies, we offer a new account based on a social identity perspective and propose that workplace ostracism decreases citizenship behavior by undermining employees' identification with the organization. We also theorize that perceived job mobility influences the extent to which employees identify with the organization when being ostracized. These hypotheses were examined in two time-lagged studies conducted in China. The proposed hypotheses were supported by results in Study 1, and findings were generally replicated in Study 2, where effects of other known mediators (i.e., organization-based self-esteem, job engagement, and felt obligation toward the organization) and moderators (i.e., collectivism, power distance, and future orientation) suggested by previous perspectives were controlled. Results of Study 2 provided further support of the hypothesized directional effect of workplace ostracism on citizenship behavior via organizational identification. Our studies support the identification perspective in understanding workplace ostracism and also strengthen the application of this perspective in understanding workplace aggression broadly.
Author Liu, Jun
Lee, Cynthia
Wu, Chia-Huei
Kwan, Ho Kwong
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  surname: Liu
  fullname: Liu, Jun
  organization: School of Business, Renmin University of China
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  givenname: Cynthia
  surname: Lee
  fullname: Lee, Cynthia
  organization: D'Amore-McKim School of Business, Northeastern University
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Snippet Why and when do employees respond to workplace ostracism by withholding their engagement in citizenship behavior? Beyond perspectives proposed in past studies,...
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SubjectTerms Adult
Employment - psychology
Female
Humans
Male
Middle Aged
Organizational Culture
Social Distance
Social Identification
Workplace - psychology
Title Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective
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