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Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective.
J Appl Psychol. 2016 Mar; 101(3):362-378.JA

Abstract

Why and when do employees respond to workplace ostracism by withholding their engagement in citizenship behavior? Beyond perspectives proposed in past studies, we offer a new account based on a social identity perspective and propose that workplace ostracism decreases citizenship behavior by undermining employees' identification with the organization. We also theorize that perceived job mobility influences the extent to which employees identify with the organization when being ostracized. These hypotheses were examined in two time-lagged studies conducted in China. The proposed hypotheses were supported by results in Study 1, and findings were generally replicated in Study 2, where effects of other known mediators (i.e., organization-based self-esteem, job engagement, and felt obligation toward the organization) and moderators (i.e., collectivism, power distance, and future orientation) suggested by previous perspectives were controlled. Results of Study 2 provided further support of the hypothesized directional effect of workplace ostracism on citizenship behavior via organizational identification. Our studies support the identification perspective in understanding workplace ostracism and also strengthen the application of this perspective in understanding workplace aggression broadly.

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Publisher Full Text (DOI)

Authors+Show Affiliations

Wu CH
Department of Management, London School of Economics and Political Science.
Liu J
School of Business, Renmin University of China.
Kwan HK
School of International Business Administration, Shanghai University of Finance and Economics.
Lee C
D'Amore-McKim School of Business, Northeastern University.

MeSH

AdultEmploymentFemaleHumansMaleMiddle AgedOrganizational CulturePsychological DistanceSocial IdentificationWorkplace

Pub Type(s)

Journal Article
Research Support, Non-U.S. Gov't

Language

eng

PubMed ID

26524112

Citation

Wu, Chia-Huei, et al. "Why and when Workplace Ostracism Inhibits Organizational Citizenship Behaviors: an Organizational Identification Perspective." The Journal of Applied Psychology, vol. 101, no. 3, 2016, pp. 362-378.
Wu CH, Liu J, Kwan HK, et al. Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. J Appl Psychol. 2016;101(3):362-378.
Wu, C. H., Liu, J., Kwan, H. K., & Lee, C. (2016). Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. The Journal of Applied Psychology, 101(3), 362-378. https://doi.org/10.1037/apl0000063
Wu CH, et al. Why and when Workplace Ostracism Inhibits Organizational Citizenship Behaviors: an Organizational Identification Perspective. J Appl Psychol. 2016;101(3):362-378. PubMed PMID: 26524112.
* Article titles in AMA citation format should be in sentence-case
TY - JOUR T1 - Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. AU - Wu,Chia-Huei, AU - Liu,Jun, AU - Kwan,Ho Kwong, AU - Lee,Cynthia, Y1 - 2015/11/02/ PY - 2015/11/3/entrez PY - 2015/11/3/pubmed PY - 2017/1/18/medline SP - 362 EP - 378 JF - The Journal of applied psychology JO - J Appl Psychol VL - 101 IS - 3 N2 - Why and when do employees respond to workplace ostracism by withholding their engagement in citizenship behavior? Beyond perspectives proposed in past studies, we offer a new account based on a social identity perspective and propose that workplace ostracism decreases citizenship behavior by undermining employees' identification with the organization. We also theorize that perceived job mobility influences the extent to which employees identify with the organization when being ostracized. These hypotheses were examined in two time-lagged studies conducted in China. The proposed hypotheses were supported by results in Study 1, and findings were generally replicated in Study 2, where effects of other known mediators (i.e., organization-based self-esteem, job engagement, and felt obligation toward the organization) and moderators (i.e., collectivism, power distance, and future orientation) suggested by previous perspectives were controlled. Results of Study 2 provided further support of the hypothesized directional effect of workplace ostracism on citizenship behavior via organizational identification. Our studies support the identification perspective in understanding workplace ostracism and also strengthen the application of this perspective in understanding workplace aggression broadly. SN - 1939-1854 UR - https://www.unboundmedicine.com/medline/citation/26524112/Why_and_when_workplace_ostracism_inhibits_organizational_citizenship_behaviors:_An_organizational_identification_perspective_ DB - PRIME DP - Unbound Medicine ER -