The Study On The Relationship Between Workplace Ostracism And Turnover Intention

Workplace Ostracism as one of the cold violence in the Workplace, is commonly in all kinds of organizations, and it also hurts the employee’s psychological and even behavior. In the United States, a research according to staffs in the work place, shows that two-thirds of workers said that they suffered exclusion or neglect from their leadership or colleagues in the past year. In our country, the famous recruitment website-zhaopin investigated more than ten thousand professional staffs for a month in2009, the results showed that nearly half of people has been "frozen and not be reuse". Even so, Workplace Ostracism has not brought to the attention of the academia for a long time. Ferris et al2008successfully developed a scale of WO. and confirmed the negative impact of the WO to psychological (happiness, etc.), attitude (job satisfaction, organizational commitment, etc.) and behavior (role behavior and organizational citizenship behavior, etc.). This pioneering research immediately caused the wide attention from western scholars on the WO. As the same time, it can lay a good foundation for People to study WO deeply in the future.At present, the academic research of WO has got some results. But there are still some important issues need to research and discuss:(1) for the specific culture of china,the WO phenomenon in organizations in China are more frequent and common, the WO may have more profound influence on Chinese people. But, at present research on the WO of theoretical research and empirical research is still very scarce, and whether the research achievements of western is suitable for our country’s organizations remains to be discussed;(2) even in the west, the research on the mechanisms of WO is very scarce. Ferris, etc pointed out that:one of the future direction of the WO is to explore the mediation between WO and some outcome variables as well as the regulating mechanism.(3) individual traits tend to affect the WO, and different characteristics of employees may exist great differences in the face of the WO. So, if we can put the individual traits in the research framework, there will be more in-depth understanding of WO.So, this study will revolve around the following three aspects:first, we will study the relationship between WO and outcomes in China situation, the organization of the workplace staff consequences of rejection. This paper will focus on effects of WO on employee’s turnover intentions. Second, we will also discuss the mediation of emotional exhaustion.Third, this study will take dependent self-construal as a moderater.The conclusions of the research as follows:(1) Workplace ostracism is negatively related to turnover intention.The more that employees feel WO, the stronger of the turnover intention.(2) Emotional exhaustion mediate the relationship between the WO and turnover intention. The WO will lead to employees’emotional exhaustion, and enhance employee’s turnover intention.(3) Dependent self-construal moderate the relationship between WO and emotional exhaustion.Theoretical contribution of this study are mainly the following three aspects: first, this study verified the applicability of the scale of Ferris’ in Chinese situational and found the ten item has a good reliability and validity, which enrich the research results of domestic WO. This will provide a theoretical basis for the future research of WO in china. Second, the domestic research on that how WO play a role is scarce. And in this research emotional exhaustion as a mediate variable, is introduced in this study, to explore how WO influence the employee turnover intention. Third, this research will explores that whether dependent self-construal moderate the relationship between WO and emotional exhaustion.At the same time, this research also has certain significance to enterprise’s management practice. WO will hurt employee’s body and mind, and the employees are unable to focus on their work. As time passes,it can make the enterprises suffer losses, so as a manager should strengthen the attention to WO.Such as:(1) to establish healthy and harmonious office culture, avoid cliques phenomenon in office, take timely measures when discover WO. Because of the Chinese traditional culture, eliminating the effects of alien is more common in China. If this kind of culture replace the normal healthy culture, will seriously affect the organization’s work atmosphere. So, the enterprise should strengthen the cultural construction, establish a harmonious, positive office culture values.(2) the different types of employees should be given attention. According to this research conclusion, although no prove that gender, age and so on have significant effects on the WO, but we found that younger workers or just coming into the organization’s employees tend to be more pay attention to the working environment and interpersonal relationship, hoping to gain organizational support. So this part of the employees in the WO may be more sensitive.(3) To establish a mechanism of supervision and complaints. Enterprise should establish a clear complaint channel, at the same time, also should establish a standardized system of supervision and complaints, and encourage all employees to supervise the organization atmosphere, and put forward valuable Suggestions.(4) Enterprise should consider the specific characteristics of employees, and actively implement employee assistance program (EAP), in order to strengthen the employee’s emotion management and psychological counseling, to help them conduct self psychological adjustment, to keep a good state of mind, to better adapt to the organizational environment.In addition to the above, in the management of human resources recruitment, training and performance management also should take effective measures to reduce negative effects of workplace rejection.(1) in terms of recruitment, the employees psychological test should be adopted, try to avoid hiring higher dependent self-construal employees. This kind of employees is relatively sensitive.(2) In terms of training, enterprise should strengthen the training of employees’ mental health, the training of enterprise culture, in order to make the employees with a positive attitude to work.(3) In terms of performance appraisal, we can let employees appraise each other, so that on the one hand, it can select a good employee, on the other hand it should helps managers to take effective intervention measures.At present, the domestic research about WO is still in its infancy, so it still need more scholars actively join in. The author thinks that the WO in the future research could be:someone could try to develop the WO scale which is suitable for China’s cultural background and organizational situation, in order to make the measurement of WO is more closed to the local reality; second, the research of WO in our country is deficient at present. The author examined the relationship of WO and the employees’ turnover intention and its mechanism of action (mediation and moderation), and follow-up research could further explore other variables that WO would influence; Third, as Ferris points out, the specific mechanism of action of WO may be varied, so the follow-up study can be from a different angle to discuss the influence of WO to employee turnover intention; Finally, we could do the longitudinal study on the sample data, and this will better explore the influence of employee’s working hours and age on WO and the influence of related variables, and the study will also has practical guiding significance.