Research On The Influence Of Workplace Ostracism On Newcomer’s Work Withdrawal Behavior

Workplace ostracism is progressively being the central point of academic research in last few years.Work withdrawal behavior refers to the negative work behavior of psychological and physical resistance to work when the employee’s contribution and income are disproportionate.New employees inject new vitality into the organization,bring new ideas and new knowledge,and make contributions to organizational innovation.Their work withdrawal behavior in the organization not only reduces organizational efficiency,but also augment the financial loss of the company,which is disadvantaged to driving advance.In addition,new employees are the most likely to be ostracized and feel the most strongly among workplace ostracized groups.Previous studies have shown that different sources of workplace ostracism probably are discrepant among employees.In China,where the power distance is high,the supervisor ostracism’s effect on the group probably is more significant,and the coworker ostracism’s effect cannot be underestimated due to frequent contact with new employees.However,empirical studies on the influence of ostracism behavior from different sources of coworkers and supervisors on attitudes and behaviors of new employees and whether there is a difference between them are still insufficient.Therefore,it is imperative to distinguish the influence of the sources of ostracism on the negative work withdrawal behavior of new employees.Based on the social exchange theory,this dissertation,aiming at the new employee group,distinguishes the source of ostracism from the supervisor ostracism and the coworker ostracism,introduces the perceived organizational obstruction as the intermediary,and adds the job autonomy as the mediator,and explores its influence on work withdrawal behavior,so as to further enrich the related research of "workplace violence".In this dissertation,403 valid data of new employees in various industries were collected by questionnaire survey.Based on the analysis,We summarized that:(1)Supervisor ostracism and coworker ostracism positively influence on new employee work withdrawal behavior,and supervisor ostracism has a stronger impact on new employees’ work withdrawal behavior than coworker ostracism;(2)Supervisor and coworker ostracism positively influence on new employees perceived organizational obstruction,and supervisor ostracism has a stronger impact on new employees’ perceived organizational obstruction than coworker ostracism;(3)Perceived organizational obstruction positively affect new employees’ work withdrawal behavior;(4)Perceived organizational obstruction played a mediating role in the positive effects of supervisor and coworker ostracism on new employees’ work withdrawal behavior;(5)Job autonomy moderates the mediating role of perceived organizational obstruction between leadership rejection and new employees’ work withdrawal behavior by weakening the positive effect of perceived organizational obstruction on new employees’ work withdrawal behavior.The results reveal the influence mechanism and boundary conditions of supervisor and coworker ostracism on new employees’ work withdrawal behavior.This reveal enterprise not only to help new employees adapt to the socialization process of entering the workplace,but also be more centered on the organization negative working environment influence on psychology and behavior of new employees.We hope enterprise build a friendly,fair and mutual help organization atmosphere,for the new generation employees who dared to devolve power fully,establish perfect supervision and promotion mechanism,In order to reduce new employees’ perception of organizational obstruction and work withdrawal behavior.