When and how workplace ostracism leads to interpersonal deviance: The moderating effects of self-control and negative affect
基于对233名中国员工的三轮调查，研究发现职场排斥会促使员工产生人际偏差行为，且这种影响在员工自我控制能力低、同时负面情绪高时更为显著。
The negative effect of workplace ostracism on employees has attracted increasing attention. This research, drawing on the perspective of negative reciprocity belief, in combination with the self-regulation theory and the person-environment theory, proposes and tests the positive effect of workplace ostracism on interpersonal deviance, which is negatively moderated by self-control (two-way) and further negatively moderated by negative affect (three-way). Based on a three-wave survey of 233 employees in China, we find that workplace ostracism is positively related to interpersonal deviance. This positive relationship is stronger when employees are low in self-control. Furthermore, this moderating effect exits only when employees’ negative affect is high. Therefore, this research theoretically explicates the positive relationship between workplace ostracism and interpersonal deviance and the boundary conditions of this relationship, and also proposes a practical way to help managers reduce the occurrence of employees’ interpersonal deviation. The theoretical contributions and practical implication have also been discussed.