拒绝职场边缘化:模型与检验

初入职场,大学生员工希望被组织接纳而不是被边缘化。本文试图建模表现在如同"政治舞台"的职场中员工努力避免被边缘化的过程。为达到以上研究目标,执行了两项研究:预研究在国务院11个部委机关的公务员群体中收集数据,开发了职场边缘化的测量工具;主研究对16家制造型企业中的343个员工、662个同事及343个直接领导的配对数据进行实证分析,发现员工工作绩效、公民行为以及与上司的私人关系(Guanxi)与职场边缘化之间呈负向关联。相对而言,在政治氛围淡漠的企业中,上司关系与职场边缘化之间的负向关联更强。

Refuse Workplace Exclusion: A Model and Empirical Examination

Graduate employees expect to be accepted rather than to be excluded after the organizational entry.We define workplace exclusion as an individual’s perception of being left out of the meaningful participation in the group processes and activities even though he or she is a formal member of the group.The current paper attempts to examine the process that new-entry employees make effort to refuse exclusion in the workplace as a "political arena".Drawing on the social identity theory,we propose that an employee,in order to not be excluded by other organizational members,would like perform high-quality in-role and extra-role behaviors and also develop good guanxi with his or her supervisor.However,in-role behavior would have reversed-U shape relationship with workplace exclusion.Drawing on the political perspective,we argue that the effects of employee efforts and guanxi on workplace exclusion are moderated by organization political climate.Two studies are performed to examine the model.The pilot study employs a sample of civil servant to develop the measurement of workplace exclusion.The main study collects matched data including 343 employees,662 colleagues,and 343 direct supervisors to test hypotheses.The measurement of workplace exclusion developed in the pilot study is replicated in the main study and obtains satisfactory measuring properties.Results of Hierarchical Linear Modeling analysis on the data show that: employee in-role performance,organizational citizenship behavior,and employeesupervisor guanxi relate negatively to workplace exclusion.In addition,the negative relationship between guanxi and workplace exclusion is stronger in firms with less organizational politics than those with intensive politics,which means that in highly politicized organizations,employees who tend to building guanxi with supervisors are more likely to be excluded by other organizational members.This finding is definitely opposite to our previous hypothesis.The paper offers explanations for this finding,and the general discussion regarding practical implications of the study.