The impact of workplace ostracism in service organizations

被引：187

作者：

Leung, Alicia S. M. ^{[1
]}

Wu, L. Z. ^{[2
]}

Chen, Y. Y.

Young, Michael N.

机构：

[1] Hong Kong Baptist Univ, Dept Management, Kowloon, Hong Kong, Peoples R China

[2] Shanghai Univ Finance & Econ, Shanghai, Peoples R China

来源：

INTERNATIONAL JOURNAL OF HOSPITALITY MANAGEMENT | 2011年 / 30卷 / 04期

关键词：

Workplace ostracism; Work engagement; Service performance; Neuroticism; DEMANDS-RESOURCES MODEL; WORK ENGAGEMENT; SOCIAL EXCLUSION; BURNOUT; PERSONALITY; PERFORMANCE; SELF; REJECTION; MEDIATION; CONSERVATION;

D O I：

10.1016/j.ijhm.2011.01.004

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

This study examines the effects of personal and situational determinants on work engagement and service performance. Drawing on Conservation of Resources (COR) Theory, we hypothesize that workplace ostracism will reduce work engagement and service performance and that highly neurotic individuals are more susceptible to ostracism. To test the model, we collect longitudinal data from 304 supervisor-subordinate dyads in 19 Chinese hotels. As predicated, we find that: (1) workplace ostracism is negatively related to service performance; (2) workplace ostracism negatively impacts employee service performance via work engagement: and (3) neuroticism strengthens workplace ostracism's direct effect on work engagement and indirect effect on service performance. The implications of these findings, the strengths and limitations of the study, and directions for future research are discussed. (C) 2011 Elsevier Ltd. All rights reserved.

引用

页码：836 / 844

页数：9

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