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Based on the conservation of resource theory, this study developed and tested the relationship between workplace ostracism and job performance. And it assumes that the direct link between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior is moderated by perceived organizational support.

For this, this study used a survey method and multiple regression analyses with multisource data from 256 Korean employees and their supervisors.

The results suggest the following. First, workplace ostracism was negatively associated with supervisor-rated in-role performance and organizational citizenship behaviors. Second, there was a stronger negative relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behaviors for employees with low as opposed to those with high levels of perceived organizational support.

This study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior.

以資源守恆論為基礎，本研究發展並測試了工作場所排斥與工作表現的關係。本研究假設感知組織支持會緩和工作場所排斥與主管評價的角色中的表現／組織公民行為之間的直接聯繫。

就此而言，本研究採用了調查方法及多元回歸分析法。多源數據取自256名韓國人僱員及其主管。

研究結果有以下的顯示：第一、工作場所排斥與主管評價的角色中的表現及組織公民行為有負相關的關係。第二、就工作場所排斥與主管評價的角色中的表現／組織公民行為的反向關連的關係而言，感知組織支持水平低的僱員，相對於水平高的僱員，呈現更強的負相關。

這是首個研究、去探討感知組識支持在工作場所排斥與主管評價的角色中的表現／組織公民行為間之關係上所起的調節作用。﹞