导　　师： 顾文静

学科专业： 120202

授予学位： 硕士

作　　者： ;

机构地区： 广东财经大学

摘　　要： 当前，我国正处于经济转型时期，社会不公平现象明显，尤其受传统办公室政治、圈子文化等影响，使得职场中的人际互动较为复杂。基于此，一种较为间接但普遍存在的不良人际互动——职场排斥引起了学者们的普遍关注。 相关研究表明，职场排斥会对员工的工作投入水平造成不利影响，但关于其发生作用的具体路径尚不明确。而且在已有研究中，并没有针对特定群体进行探讨。基于此，本文以新生代知识型员工为研究对象，引入组织自尊作为中介和调节变量，采用实证分析方法探讨职场排斥与工作投入之间的内在作用机制，以其达到让人们认识清晰，采取有效措施进行有效防范的目的。首先，梳理国内外相关文献，以COR理论和JD-R模型为理论支撑，在此基础上提出本文的概念模型及研究假设；其次，参考成熟量表编制问卷，进行预调研并修改问卷，然后通过修订的正式问卷获得样本数据；最后，采用SPSS19.0对数据进行实证分析，得到本文的主要结论。 研究发现：（1）新生代知识型员工感知的职场排斥高于平均水平，而且，感知的上司排斥高于同事排斥。（2）职场排斥在性别和企业性质上具有显著差异，同事排斥维度在年龄方面存在差异。（3）职场排斥及其两维度均显著负向预测工作投入；职场排斥及其两维度均对组织自尊有显著的负向预测力；组织自尊显著正向影响工作投入。（4）组织自尊在职场排斥对工作投入的影响中起部分中介作用，而其调节作用没有得到实证支持。 Currently,China is in a period of economic restructuring,many factors are making theinterpersonal interactions in the workplace more complex. In recent years,a kind of poorinterpersonal interactions called workplace ostracism caused concern of scholars.Some studies suggest that workplace ostracism adversely affect work engagement ofemployees. But the exact mechanism of its effect on the occurrence was inadequate. what’smore, there was no previous research discussed with specific groups.In this study,we take thenew generation knowledge employees as the research object, introducing theorganization-based self-esteem as the mediator and moderator to explore the internalmechanism between workplace ostracism and work engagement. First, based on the relevantliterature,we presented a conceptual model and its hypotheses;Secondly,we obtained datethrough issuing questionnaires; Finally,through empirical analysis by using SPSS19.0,wegot the main conclusions. The study found that /(1/) The level of workplace ostracism the new generation knowledgeworkers perceived was above average,and the level of supervisor ostracism was higher thanthat of colleagues ostracism./(2/) Workplace ostracism showed different degrees of differenceon gender and enterprise property;the ostracism from colledges differed in terms of age./(3/)Workplace ostracism and its two dimensions was significantly negatively predicted workengagement; they also had a significant negative predictive power on organization-basedself-esteem; organization-based self-esteem had a significant positive impact on workengagement./(4/) Organization-based self-esteem played a partial intermediary role betweenworkplace ostracism and work engagement.And There has been no empirical support for itsregulatory role.

关 键 词： 职场排斥 工作投入 组织自尊

分 类 号： [F272.92]

领　　域： [经济管理] [经济管理]