The Influence Of Workplace Ostracism On Employee's Job Satisfaction

In the era of rapid economic and social development and the accelerated corporate transformation and upgrading,human resource management is playing an increasingly important role.Job satisfaction has always been a research hot spot in the field of human resource management,and previous studies have shown that job satisfaction can significantly influence employee's behaviors and corporate performance,so companies should ensure that their employees' job satisfaction is at a high level.Job satisfaction represents the positive attitudes and evaluations that employees hold about the work they are engaged in,and it is largely affected by workplace relationships.Workplace ostracism as a typical workplace cold violence may have a profound impact on employee job satisfaction.Many studies have shown that workplace ostracism can significantly affect job satisfaction.However,there is still room for research on the way through which workplace ostracism affects job satisfaction,and its mechanism has not yet been fully revealed.Therefore,based on the theory of affective event theory,this research builds an mediating model of workplace ostracism,psychological strain,and job satisfaction according to the theoretical framework of affective events-affective responses-affective driven attitudes,and explores how workplace ostracism as negative affective events affects job satisfaction.In addition,while exploring the mediating role of psychological strain,this research further introduces a individualtrait-self monitoring as a moderating variable based on the resource conservation perspective,and constructed a moderated mediation model to explore the boundary conditions of workplace ostracism,psychological strain and employee's job satisfaction.In this research,200 valid questionnaires were issued and recovered from an enterprise in Nanjing.The results show that psychological strain plays a partial mediating role between workplace ostracism and employee's job satisfaction,that is,on the one hand,workplace ostracism directly negatively affects job satisfaction,on the other hand,workplace ostracism negatively affects job satisfaction through psychological strain;self-monitoring can positively moderate the negative relationship between psychological strain and job satisfaction;self-monitoring can also affect mediation effect of psychological strain.When the self-monitoring level takes a low value,the mediation effect of psychological strain is significantly negative,and when the self-monitoring takes a high value,the mediation effect of psychological strain is negative but no longer significant.In general,the research findings help us better understand the mechanism and boundary conditions of workplace ostracism and job satisfaction.In specific management practice,enterprise managers can also better manage employee's job satisfaction based on the conclusions of this research.