The purpose of this paper is to fill important gaps by using the belongingness theory and examining the effects of individual-level workplace ostracism on members’ voice behavior and the effects of group-level workplace ostracism.
The authors used samples of 77 groups from a high-technological company.
Individual-level workplace ostracism is detrimental to group members’ promotive and prohibitive voice behavior, and group members’ belongingness mediates such effect; and group-level workplace ostracism is negatively related to group cohesion. The influence of group members’ perception of ostracism on their voice behavior is contingent on overall level of ostracism.
Despite of a growing body of studies on workplace ostracism “the extent to which an individual perceives that he or she is ignored or excluded by others at workplace”, the effects of workplace ostracism on individual’s voice behavior in group settings have received scant attention.
This paper is supported by Beijing Jiaotong University Talent Funding Project B15RC00130, Beijing Social Science Funding Project B16HZ00150, and China National Science Funding Project 71532003. The authors equally contribute. Haihua (Jason) Wang is also a PHD candidate at Beijing Transportation University.
Wu, W., Wang, H.(J). and Lu, L. (2018), "Will my own perception be enough? A multilevel investigation of workplace ostracism on employee voice", Chinese Management Studies, Vol. 12 No. 1, pp. 202-221. https://doi.org/10.1108/CMS-04-2017-0109Download as .RIS
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