Workplace Ostracism and Its Negative Outcomes Psychological Capital as a Moderator
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AbstractWorkplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.
Acceptance Date29/12/2014
All Author(s) ListZheng XM, Yang J, Ngo HY, Liu XY, Jiao WJ
Journal nameJOURNAL OF PERSONNEL PSYCHOLOGY
Year2016
Month9
Day30
Volume Number15
Issue Number4
PublisherHOGREFE & HUBER PUBLISHERS
Pages143 - 151
ISSN1866-5888
eISSN2190-5150
LanguagesEnglish-United Kingdom
Keywordsworkplace ostracism, psychological capital, conservation of resources, Chinese employees
Web of Science Subject CategoriesPsychology, Applied;Psychology

Last updated on 2020-19-09 at 02:46