构建职场排斥三方互动的理论模型——社会平衡理论的视角

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。

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

Most previous research has adopted the angle from the ostracized employees and studied the impact of workplace ostracism on them. However, at least two more parties are involved in workplace ostracism. They are the ostracizers and third parties. These parties should have significant influence on the emergence and development of workplace ostracism. Unfortunately, these two parties are seldom included in extant literature. This leads to a restricted theoretical understanding of the whole picture of workplace ostracism. Based on social balance theory, we argue that workplace ostracism is the result of interactions among the ostracized employees, the ostracizers and third parties. Thus, it is essential to explore how the characteristics of the ostracizers, moral judgments of third parties, and the specific interactions among the three parties can impact the emergence and development of workplace ostracism. By presenting such a comprehensive picture with multiple players and their interactions, we can provide a theoretical framework that reflects more accurately the reality and thus suggest better practical implications concerning how workplace ostracism in organizations can be reduced and managed.