Ostracism is a common, yet scarcely studied, phenomenon in the workplace. Thus, it is important to deepen our knowledge of the dynamics of workplace ostracism. Based on the crossover model of the conservation of resources theory (COR), we propose that coworkers ostracize individuals who potentially threaten valued resources in the workplace, namely those that who are mistreated by their supervisors (i.e., abusive supervision). In line with the buffering hypothesis of social support, we also propose that coworker humor is a useful resource to help individuals focus on the silver lining and develop spirals of positivity, reducing the impact of abusive supervision. Data were obtained from employees (abusive supervision, coworker humor and workplace ostracism) and their respective supervisors (employees’ interpersonal deviance) from multiple organizations (N=518) using previously established scales. Using a bootstrapping method, we found that abusive supervision was positively related to interpersonal deviance via an increase in workplace ostracism, particularly when the use of humor by coworkers was low. This study advances our knowledge of COR theory and its application to workplace ostracism in three ways: a) we examine a crossover model involving all the members of the work unit: individual, supervisor and coworkers; b) we move beyond the broad buffering hypothesis of social support by testing one particular resource, coworker humor; and c) we offer additional explanations as to why mistreatment often leads to additional mistreatment.

中文翻译：

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探索职场排斥模式：同事幽默的价值。

排斥是工作场所中一种普遍但鲜有研究的现象。因此，加深我们对工作场所排斥动态的了解非常重要。基于资源保护理论（COR）的交叉模型，我们建议同事排斥那些可能威胁工作场所宝贵资源的个人，即那些受到上司虐待（即滥用监督）的人。与社会支持的缓冲假设一致，我们还提出，同事幽默是一种有用的资源，可以帮助个人关注一线希望并发展积极的螺旋，减少滥用监督的影响。数据来自员工（滥用监督，同事幽默和工作场所排斥）及其各自的主管（员工的人际偏差）来自多个组织（N = 518），使用先前建立的量表。使用自举方法，我们发现滥用监督通过增加工作场所排斥与人际偏差正相关，特别是当同事使用幽默的程度较低时。本研究以三种方式提高了我们对 COR 理论及其在工作场所排斥中的应用的认识：a) 我们检验了一个涉及工作单位所有成员的交叉模型：个人、主管和同事；b）我们通过测试一种特定的资源，同事的幽默，超越了社会支持的广泛缓冲假设；c) 我们提供了额外的解释，说明为什么虐待往往会导致额外的虐待。