Research On The Mechanism Of Employee Performance Appraisal On Workplace Co-worker Ostracism

With the increasing competition in business, employee’s work pressure also increased, counterproductive work behaviors (violence, attack, bullying) were also prevalent in the workplace, and becoming a serious problem to solve for the modern organizations. These behaviors seriously affected the physical and mental health of members,and also affected the operation of the organization. However, more and more phenomenon indicates that some relatively "moderate" behaviors has been the erosion of the working environment, but has long been overlooked (Andersson and Pearson,1999). Workplace ostracism was one kind of counterproductive work behavior,with relatively hidden and indirect form. But it brings no less potential hazard than direct, physical counterproductive behavior. Actually the fuzziness intention of workplace ostracism behavior, brings greater physical and mental pressure to organization members, and also damages organizational performance.As one of the most important management tools, performance appraisal may has certain effects on workplace ostracism, performance appraisal is actualy the mechanism of interest distribution,and given the limited overall interests cannot meet the infinite demand of individuals, so the mode and characteristics of profit distribution will affect the relationship between employees, and also the attitudes and behaviors of employee. China is in a period of economic and social transition, employee performance appraisal practices affected by history and culture, showing a quite different form from western countries. So, what is the historical and cultural heritage of employee performance appraisal practices in our country? How these practices affect workplace ostracism? What is the mechanism of these? To answer these questions, this thesis will research the influence mechanism of performance appraisal practices on workplace ostracism,and put forwards some suggestions for managing workplace ostracism.This thesis mainly studiys four problems, the relationship between employee performance appraisal system and colleague ostracism, the relationship between staff-staff exchange and colleague ostracism; wheher staff-staff exchange have the mediating effect between employee performance appraisal and colleague ostracism, and what are boundary conditions about the relationships? Based on an empirical analysis of the theoretical construction and effective emprical test, this thesis get the following conclusion:(l)employee performance appraisal have significant effects on colleague ostracism. Specifically, results oriented performance appraisal, performance salary and position adjustment has significant positive influence on workplace ostracism, in terms of effect, result oriented performance appraisal has the greatest influence on workplace ostracism, then position adjustment,and performance salary at last.(2) employee performance appraisal significant impacts on staff-staff exchange. Specifically, result oriented performance appraisal has negative impact on respect identity and mutual benefit, but no significant effect on information sharing; Performance salary has a negative influence on information sharing and mutual benefit, has a negative influence on respect identity but not significant; Position adjustment has a significantly negative effect on information sharing, respect identity and mutual benefit.(3) staff-staff exchange has significant negative influence on colleague ostracism in the workplace Information sharing, mutual benefit, respect and identity all have a significant negative effect on workplace ostracism, In terms of effect, respect and identity has the largest negative influence on work ostracism, amd then information sharing, the influence of the mutual benefit is the weakest.(4) staff-staff exchange has a mediating role between employee performance appraisal and colleague ostracism. To be specific, information sharing has a complete mediation effect between performance salary, position adjustment and workplace ostracism. Respect and identity has a complete mediation effect between performance appraisal and colleague ostracism, respect and identity has a partial mediation effect between position adjustment and workplace ostracism, Mutual benefit has a complete mediation effect betweein performance appraisal and workplace ostracism, position adjustment and colleague ostracism,and also has a partial mediation effect between performance salary and colleague ostracism.(5) organizational ethical climate has a moderating effect on the relationship between staff-staff exchange and colleague ostracism. In this study, caring oriented organizational ethical climate has a moderating effect between information sharing and workplace ostracism. Caring oriented organizational ethical climate has a moderating effect between respect and indentity and colleague ostracism. Organizational ethical climate do not have a moderating effect on mutual benefit and colleague ostracism.This thesis has some suggestions for managing colleague ostracism. First of all, organizations must ensure that employees appraisal systems are not limited to performance appraisal, performance salary and position adjustment on the basis of performace, and should also be awareness of the performance feedback and performance counseling practices. Second, managers should pay attention to the relationship between the members of the organization, establishing and maintaining interpersonal exchange relationship between employees will directly affect employee’s attitudes and behavior in the workplace.Finally, the main conclusion were summarized and discussed, and the research limitations and future directions were also put forwarded.