Work-to-Family Spillover Effects of Workplace Ostracism: The Role of Work-Home Segmentation Preferences

被引：130

作者：

Liu, Jun ^{[1
]}

Kwan, Ho Kwong ^{[2
]}

Lee, Cynthia ^{[3
,4
]}

Hui, Chun ^{[5
]}

机构：

[1] Renmin Univ China, Sch Business, Beijing 100872, Peoples R China

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

[3] Northeastern Univ, Management & Org Dev Grp, Boston, MA 02115 USA

[4] Hong Kong Polytech Univ, Dept Management & Mkt, Hong Kong, Hong Kong, Peoples R China

[5] Univ Hong Kong, Sch Business, Hong Kong, Hong Kong, Peoples R China

来源：

HUMAN RESOURCE MANAGEMENT | 2013年 / 52卷 / 01期

关键词：

workplace ostracism; family satisfaction; work-family conflict; segmentation preferences; MULTIDIMENSIONAL MEASURE; CONFLICT; SATISFACTION; VALIDATION; INTEGRATION; BALANCE; MODEL;

D O I：

10.1002/hrm.21513

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

This study considers workplace ostracism as a source of stress and examines its spillover effects on the family. By integrating the work-family interface model with boundary theory, we investigate the impact of workplace ostracism as perceived by employees on their family satisfaction by examining the mediating role of work-to-family conflict and the moderating role of work-home segmentation preferences. The results from a three-wave field survey of 233 employees in China indicate that workplace ostracism is negatively related to family satisfaction; this relationship is also mediated by work-to-family conflict. In addition, work-home segmentation preferences attenuate the mediating effect of work-to-family conflict on the relationship between workplace ostracism and family satisfaction. The theoretical and managerial implications of these findings are discussed.

引用

页码：75 / 93

页数：19

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