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Left out of the office “tribe”: the influence of workplace ostracism on employee work engagement
International Journal of Contemporary Hospitality Management ( IF 11.1 ) Pub Date : 2020-07-13 , DOI: 10.1108/ijchm-04-2020-0285
Kavitha Haldorai , Woo Gon Kim , Kullada Phetvaroon , Jun (Justin) Li

The purpose of this paper is to investigate how workplace ostracism influences employee work engagement. It further examines the mediating role of workplace belongingness and moderating role of intrinsic work motivation.,Data was collected from 402 hotel employees from Thailand. A second stage moderated-mediation is used to test the relationship between workplace ostracism and employee work engagement.,Workplace ostracism negatively impacts employee work engagement and workplace belongingness mediates this relationship. The negative effect of workplace ostracism on employee work engagement through workplace belongingness is stronger for employees high on intrinsic motivation.,Hotel firms should make social connection an organization-wide strategic priority. They can include workplace ostracism as workplace harassment in their policy.,Besides contributing to the nascent literature on workplace ostracism in the hospitality industry, the present study extends research on workplace ostracism by empirically testing the relationship between workplace ostracism and employee work engagement. By using workplace belongingness as a mediator, a better understanding is provided regarding “why” workplace ostracism relates to employee work engagement. By introducing intrinsic work motivation as a moderator, scholars can gain a better understanding in regard to “whom” workplace ostracism negatively relates to employee work engagement.

中文翻译:

离开办公室“部落”:工作场所排斥对员工工作投入的影响

本文的目的是调查工作场所的排斥如何影响员工的工作投入。它进一步研究了工作场所归属感的中介作用和内在工作动机的调节作用。数据来自泰国的402名酒店员工。第二阶段适度调解用于测试工作场所排斥与员工工作投入之间的关系。工作场所排斥对员工的工作投入产生负面影响,工作场所归属感可以调节这种关系。对于工作场所内在动机较高的员工,工作场所排斥对员工工作投入的负面影响更大。酒店公司应将社会联系作为整个组织的战略重点。他们可以将工作场所的排斥行为包括在他们的政策中,作为工作场所的骚扰。除了为酒店业中有关工作场所排斥的新兴文献做出贡献外,本研究还通过实证检验工作场所排斥与员工工作投入之间的关系,扩展了对工作场所排斥的研究。通过使用工作场所归属感作为中介,可以更好地理解“为什么”工作场所排斥与员工的工作投入有关。通过引入内在的工作动机作为主持人,学者们可以更好地理解“全职”工作场所排斥与员工敬业度之间的负面关系。通过使用工作场所归属感作为中介,可以更好地理解“为什么”工作场所排斥与员工的工作投入有关。通过引入内在的工作动机作为主持人,学者们可以更好地理解“全职”工作场所排斥与员工敬业度之间的负面关系。通过使用工作场所归属感作为中介,可以更好地理解“为什么”工作场所排斥与员工的工作投入有关。通过引入内在的工作动机作为主持人,学者们可以更好地理解“全职”工作场所排斥与员工敬业度之间的负面关系。
更新日期:2020-07-13
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