Abstract
BACKGROUND AND OBJECTIVES
Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes.
DESIGN
The study design was a three-wave self-reported questionnaire.
METHOD
The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models.
RESULTS
The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (-.06), voicing behavior (-.07), and task performance (-.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment.
CONCLUSION
The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes.
TY - JOUR
T1 - Workplace ostracism And workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment.
A1 - Chung,Yang Woon,
Y1 - 2018/01/11/
PY - 2018/1/13/pubmed
PY - 2019/9/14/medline
PY - 2018/1/13/entrez
KW - Workplace ostracism
KW - helping behavior
KW - moderated mediation
KW - perceived stress
KW - psychological empowerment
KW - task performance
KW - voicing behavior
SP - 304
EP - 317
JF - Anxiety, stress, and coping
JO - Anxiety Stress Coping
VL - 31
IS - 3
N2 - BACKGROUND AND OBJECTIVES: Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes. DESIGN: The study design was a three-wave self-reported questionnaire. METHOD: The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models. RESULTS: The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (-.06), voicing behavior (-.07), and task performance (-.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment. CONCLUSION: The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes.
SN - 1477-2205
UR - https://www.unboundmedicine.com/medline/citation/29325438/Workplace_ostracism_And_workplace_behaviors:_A_moderated_mediation_model_of_perceived_stress_and_psychological_empowerment_
DB - PRIME
DP - Unbound Medicine
ER -
