How witnessed workplace ostracism relates to employee outcomes: The role of organizational dehumanization.
基于社会信息加工理论和信号理论，研究发现目睹同事被排斥会通过组织去人性化降低员工幸福感、情感承诺并增加离职意向，且组织对不当行为的容忍度会强化这一效应。
Drawing on social information processing theory and signaling theory, this research investigates whether witnessing another employee being ostracized is associated with negative employee outcomes through organizational dehumanization and explores one boundary condition of these relationships (i.e., organizational intolerance of mistreatment). Study 1, a three-wave field study (N = 654), revealed that witnessed workplace ostracism (Time 1) positively relates to organizational dehumanization (Time 2) which, in turn, relates to employees' well-being (i.e., increased physical symptoms; Time 3), attitudes (i.e., decreased affective commitment; Time 3), and behavioral intentions toward the organization (i.e., increased turnover intentions; Time 3). Study 2, employing a 2 × 2 between-subjects design (N = 244), further demonstrated that witnessed workplace ostracism and organizational intolerance of mistreatment-which were manipulated with vignettes-respectively had a positive and a negative impact on organizational dehumanization, though their interactive effect on organizational dehumanization was not significant. Finally, a cross-sectional study (Study 3; N = 282) indicated that the positive relationship between witnessed workplace ostracism and organizational dehumanization was stronger when organizational intolerance of mistreatment was high. This interactive effect extended to observers' increased physical symptoms, decreased affective commitment, and increased turnover intentions. Theoretical contributions, directions for future research and practical implications are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).