Workplace ostracism, self-regulation, and job performance: Moderating role of intrinsic work motivation

被引:34
作者
Steinbauer, Robert [1 ]
Renn, Robert W. [2 ]
Chen, H. Shawna [1 ]
Rhew, Nicholas [3 ]
机构
[1] Brock Univ, Goodman Sch Business, St Catharines, ON, Canada
[2] Univ Memphis, Memphis, TN 38152 USA
[3] Coastal Carolina Univ, Conway, SC USA
关键词
Intrinsic work motivation; job performance; self-leadership; workplace ostracism; SOCIAL EXCLUSION; INTERPERSONAL REJECTION; METHOD BIAS; LEADERSHIP; BEHAVIORS; NEED; MEDIATION; BELONG; MODELS; TALK;
D O I
10.1080/00224545.2018.1424110
中图分类号
B84 [心理学];
学科分类号
04 ; 0402 ;
摘要
Drawing from a self-regulation perspective, we examine how intrinsic work motivation changes the relation between workplace ostracism and employee job performance via self-leadership. We test a moderated mediated model with data collected from 101 employees at two points in time. Results provide support for the hypothesis that ostracized employees who are more intrinsically motivated use self-leadership strategies to a greater degree to improve their job performance than their counterparts who are not intrinsically motivated. The findings contribute to research regarding boundary conditions of ostracism theory and have important practical implications.
引用
收藏
页码:767 / 783
页数:17
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