The Influnce Of Supervisor Ostracism On Employees’ Behabior

As a form of workplace ostracism,supervisor ostracism has gradually attracted extensive academic attention in recent years.Previous studies have shown that workplace ostracism can cause psychological and physiological damage to employees to varying degrees,and it also has a significant impact on employees’ behavior.In the organization,we can see such a phenomenon: when being rejected by leaders,some employees will be passive,consciously reduce their willingness to pay to the organization,and even if they have constructive opinions,they are unwilling to give advice to the leaders and the organization.Some employees,however,are more proactive,submissive and sycophant.This causes us to think: what is the psychological mechanism driving the employees to adopt two completely different behaviors to deal with supervisor ostracism? What is the relationship between supervisor ostracism,silence behavior and ingratiation behavior?Therefore,based on the affective events theory,this study mediates the two emotional variables,fear of negative evaluation and psychological contract violation,and introduces impression management motivation as the moderating variable to verify the influence of supervisor ostracism on employee ingratiation behavior and silence behavior under different emotional pathways and psychological mechanisms.By investigating 88 teams from more than 30 enterprises in Zhejiang Province,we have obtained 359 sample of superior and subordinate matched data.Through SPSS25.0 and AMOS17.0’s analysis of data processing,we got the following conclusions:1.Supervisor ostracism is positively correlated with employee silence behavior.2.Supervisor ostracism is positively correlated with employee ingratiation behavior.3.Psychological contract violation plays a mediating role between supervisor ostracism and employee silence behavior.4.Fear of negative evaluation plays a mediating role between supervisor ostracism and employee ingratiation behavior.5.Impression management motivation negatively moderates the relationship between psychological contract violation and silent behavior.6.Impression management motivation positively moderates the relationship between fear of negative evaluation and ingratiation behavior.7.Impression management motivation negatively moderates the mediating effect of psychological contract violation on supervisor ostracism and employee silence behavior.8.Impression management motivation positively moderates the mediating effect of fear of negative evaluation on supervisor ostracism and employee ingratiation behavior.