Empirical Study On The Relationship Between Workplace Ostracism, Organizational Commitment And Organizational Citizenship Behavior

As the more and more important research topic in management academic circles, workplace ostracism has obtained so many attention. Workplace ostracism is a factor which can prompt employees’ negative behavior, it has huge influence about employees’ psychology and behavior. So far, Workplace ostracism will reduce the employee’s job satisfaction, organizational identification and organizational commitment, it can also reduce employee’s work performance of due to employee’s departure and deviant behavior. The staffs are the supporter of enterprise operation, their body and mind is healthy or not, it can directly affect the operation of the enterprise, whether for individuals or company, it has great significance to reduce ostracism.Currently, although the research of workplace ostracism has made some achievements, but it’s only for the surface not for the mechanism. Therefore, it’s important to study the impact of workplace rejection by empirical way. in addition, choosing organizational citizenship behavior for the consequences of workplace ostracism, the organizational commitment as the intermediary between the variables, finally, established the research model.The object comes from different areas, discussed the relationship between workplace ostracism and organizational citizenship behavior. First of all, based on the understanding and analyzing about the research of the domestic and foreign scholars, and provided a theoretical basis for the research; secondly, distributed the test questionnaire to the employees of different areas, collected and analyzed the data, test the reliability and validity of the questionnaire; distributed the formal questionnaire after the pre-test, analyzed the relationship of the three variables by exploratory factor analysis, correlation analysis and regression analysis; finally, make the conclusions and recommendations. The main results of the research are as follows.(1) Workplace ostracism is constituted by supervisor ostracism and coworker ostracism, which is different from the single dimension in foreign. The questionnaires have good reliability and validity which has been verified in the pre-test.(2) More than half of research objects engaged in research and development work, their perception of workplace ostracism is just on the middle level. Workplace ostracism is more like subjective judgment, it’s widespread in the different kind of gender, age, cultural level, the working properties, post level and enterprise, employees’perception of workplace ostracism has significant differences under the influence of working life and enterprise scale.(3) Workplace ostracism is a definitely negative predictor of the staff’s organizational commitment and organizational citizenship behavior. The supervisor ostracism dimension explains the22.8%of the organizational commitment variance and7.7%of the organization citizenship behavior variance.(4) The organizational commitment plays. an intermediate role in workplace ostracism and organizational citizenship behavior which is proved by the correlation analysis and regression analysis.For the last, in view of the adverse impact of the workplace ostracism, giving some suggestions from two aspects, from the enterprise, it includes establishing well enterprise culture; improving the system of supervision, personnel; establishing the psychological coaching center and the manager’s attention and support, etc; for the personal aspect, it including adjustment of attitude, being positive to groups, and communicating with superiors in times, etc. Workplace ostracism is a common phenomenon, it needs enterprises and individuals, even the society’s help to protect the benefits of individual and collective.