Workplace ostracism and its negative outcomes: Psychological capital as a moderator

UNCG Author/Contributor (non-UNCG co-authors, if there are any, appear on document)
Jun "Michelle" Yang, Assistant Professor (Creator)
The University of North Carolina at Greensboro (UNCG )
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Abstract: Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

Additional Information

Journal of Personnel Psychology, 15(4), 143-151.
Language: English
Date: 2016
workplace ostracism, psychological capital, conservation of resources, Chinese employees

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