Chia-Huei Wu
Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective
Wu, Chia-Huei; Liu, Jun; Kwan, Ho Kwong; Lee, Cynthia
Authors
Jun Liu
Ho Kwong Kwan
Cynthia Lee
Abstract
[Correction Notice: An Erratum for this article was reported in Vol 103(7) of Journal of Applied Psychology (see record 2018-33032-001). In the article, the authors incorrectly reported that they measured job mobility using three items from Tepper (2000) in the Measures section of Study 1. The section for job mobility should read: “We measured job mobility using two items from Tepper (2000) and one item added by the authors. A sample item from Tepper (2000) was: ‘I would have no problem finding an acceptable job if I quit.’ The added item was: ‘If I went out to find a job, many companies would consider giving me offers with a similar or higher salary.’ Cronbach’s alpha was .80.”] 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.
Citation
Wu, C., Liu, J., Kwan, H. K., & Lee, C. (2016). Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. Journal of Applied Psychology, 101(3), 362-378. https://doi.org/10.1037/apl0000063
Journal Article Type | Article |
---|---|
Acceptance Date | Sep 25, 2015 |
Online Publication Date | Mar 31, 2016 |
Publication Date | Mar 1, 2016 |
Deposit Date | Jul 13, 2018 |
Publicly Available Date | Mar 29, 2024 |
Journal | Journal of Applied Psychology |
Print ISSN | 0021-9010 |
Electronic ISSN | 1939-1854 |
Publisher | American Psychological Association |
Peer Reviewed | Peer Reviewed |
Volume | 101 |
Issue | 3 |
Pages | 362-378 |
DOI | https://doi.org/10.1037/apl0000063 |
Public URL | https://durham-repository.worktribe.com/output/1326053 |
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