国内图书分类号：C936学校代码：10213
国际图书分类号：005.32 密级：公开
管理学硕士学位论文
新员工职场排斥和行为选择关系研究
——主动性人格调节作用
硕士研究生 ： 范艺骞
导师 ： 周明建
申请学位 ： 管理学硕士
学科 ： 工商管理
所在单位 ： 深圳研究生院
答辩日期 ： 2018年6月
授予学位单位 ： 哈尔滨工业大学
Classified Index: C936
U.D.C: 005.32
Dissertation for the Master Degree in Management
THE RELATIONSHIP BETWEEN WORKPLACE
OSTRACISM AND BEHAVIOR CHOICE: THE
MODERATION EFFECT OF PROACTIVE
PERSONALITY
Candidate： Fan Yiqian
Supervisor： Associate Prof. Zhou Mingjian
Academic Degree Applied for： Master of Managememt
Speciality：Business Administration
Affiliation： Shenzhen Graduate School
Date of Defence：June, 2018
Degree-Conferring-Institution： Harbin Institute of Technology
哈尔滨工业大学管理学硕士学位论文
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摘要
有职场就存在职场排斥（Workplace Ostracism），近年来职场排斥现象终于
受到了越来越多学者的关注，对职场排斥作用过程和作用机制的研究显得尤为
重要。在职场排斥领域，学者多将目光聚集在探究其单方面的结果和前因，此
类研究已经取得丰厚成果。但现有研究缺少对职场排斥作为一个过程进行讨论
的研究，这是本文的核心亮点。现有研究已表明，职场排斥不仅对员工的生理
和精神健康带来了不利的影响，还降低组织绩效，提升员工离职率。本文试图
开辟新的视角，从新员工视角出发，探索出适度职场排斥的正面作用和适度职
场排斥的边界。同时，引入主动性人格（Proactive Personality）作为情景因素，
对组织自尊与行为之间起调节作用
本文旨在研究职场排斥与行为选择之间的关系，并以自我防御与自我肯定
理论（Self-defense and Self-affirmation Theory）和社会交换理论（Social Exchange
Theory）为基础，研究组织自尊和主动性人格在职场排斥与行为选择关系中所
起到的中介和调节作用。研究对象为北方某一地区的 157 名政府机关公务人
员，通过线上问答方式按时间顺序共发放三轮问卷，每一轮问卷间隔一个月，
最后一轮问卷有2018年1月份收回完毕。经过科学筛选，最终得到有效问卷94
份。问卷调查了基本的人口统计信息和五个相关变量（职场排斥、主动性人格、
组织自尊、帮助行为和偏差行为）
同时，运用SPSS和AMOS对数据进行信度、效度检验结果良好，数据假设
性检验， 结果表明组织自尊对职场排斥与帮助行为和偏差行为之间的关系起
完全中介作用，并且职场排斥通过组织自尊对帮助行为负向影响，职场排斥通
过组织自尊对偏差行为正向影响；主动性人格越低，组织自尊与帮助行为和偏
差行为之间的联系就越强；帮助行为有助于减缓职场排斥；偏差行为则会加剧
职场排斥。本研究对国内职场排斥的研究进行补充和完善，为未来的研究提供
了新思路
关键词：新员工；职场排斥；帮助行为；偏差行为；组织自尊；主动性人格
哈尔滨工业大学管理学硕士学位论文
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Abstract
In recent years, the workplace ostracism finally received more and more
attention of scholars, research on workplace repulsion process and mechanism of
action is particularly important. In the field of workplace ostracism, scholars have
focused their attention on exploring their unilateral results and antecedents; such
research has achieved substantial results. However, existing studies lack of
workplace ostracism was discussed as a process, which is the core of the highlights
of this article. Existing research has shown that workplace ostracism has not only
adversely affected the physical and mental health of employees, but also reduced
organizational performance and improved employee turnover. This article attempts
to open up new perspectives and explore the positive role of appropriate workplace
ostracism and the boundaries of appropriate workplace ostracism from the
perspective of new employees. At the same time, the introduction of positive
personality as a situational factor plays a regulatory role in the organization-based
self-esteem and behavior.
Based on self-defense and self-affirmation theory and social exchange theory,
this paper aims to study the relationship between workplace ostracism and behavior
choices, the mediation and moderation roles of organization-based self-esteem and
proactive personality in relationships above. The samples are 157 government
officials in a certain area in the north China. A total of three times of questionnaires
were conducted in chronological order online. Each survey was conducted once a
month. The final questionnaire was completed in January 2018. After scientific
screening, 94 valid questionnaires were finally obtained. The questionnaire surveyed
basic demographic information and five related variables (workplace ostracism,
positive personality, organization-based self-esteem, helping behavior, and deviance
behavior).
At the same time, we used SPSS and AMOS to test the reliability and validity of
the data. The result of hypothesis testing showed that organization-based self-esteem
plays a mediation role between workplace exclusion and help behavior and bias
behavior. The workplace ostracism through the OBSE has a negative impact on the
helping behavior. The workplace ostracism through the OBSE has a positive effect
on the deviance behavior. The lower the positive personality, the stronger the
relationship between organization-based self-esteem and help behavior and bias
behavior are. Helping behavior helps to reduce workplace ostracism. Deviations
behavior can aggravate workplace ostracism. This study complements and refines。