构建职场排斥三方互动的理论模型——社会平衡理论的视角

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毛伊娜(

), 潘然, 张伟

南京大学商学院人力资源管理系, 南京 210093

收稿日期:2019-06-28出版日期:2020-02-15发布日期:2019-12-25
通讯作者:毛伊娜E-mail:yinamao@nju.edu.cn

基金资助:* 国家自然科学基金项目资助(71872083);国家自然科学基金项目资助(71832006)

Theorizing the interactions among parties involved in workplace ostracism: Based on social balance theory

MAO Yina(

), PAN Ran, ZHANG Wei

School of Business, Nanjing University, Nanjing 210093, China

Received:2019-06-28Online:2020-02-15Published:2019-12-25
Contact:MAO Yina E-mail:yinamao@nju.edu.cn

摘要/Abstract

摘要： 职场排斥是一个多方互动的过程, 不仅牵涉到被排斥员工, 其他参与方对于职场排斥的产生和发展也能起到关键的作用。然而, 以往的研究大多采用被排斥者的视角, 研究职场排斥对其造成的影响, 未能全面揭示职场排斥的互动过程。从社会平衡理论的视角出发, 职场排斥可被视为被排斥者、排斥者及第三方互动的结果, 排斥者特点、第三方道德判断、排斥者与第三方交互作用都将影响职场排斥的发生及发展。由此, 职场排斥的理论视角能够得到有效拓展, 管理实践也能从中获得抑制职场排斥行为的启示。

图/表 4

图1基于排斥者视角的前因及后果研究

图2基于第三方视角道德判断的研究

图3排斥者与第三方关系为正→被排斥者与第三方关系为负

图4排斥者与第三方关系为负→被排斥者与第三方关系为正

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