排斥
权利(公平分配)
心理学
社会心理学
感觉
感知
独创性
调解
任务(项目管理)
价值(数学)
经济
法学
计算机科学
政治学
创造力
机器学习
神经科学
数理经济学
管理
数学
作者
Xiongliang Peng,Kun Yu,Yoewool Kang,Kairui Zhang,Qishu Chen
出处
期刊:Career Development International
[Emerald (MCB UP)]
日期:2023-08-15
卷期号:28 (5): 554-571
被引量:2
标识
DOI:10.1108/cdi-06-2022-0143
摘要
Purpose The purpose of this study was to test the mediating effect of psychological entitlement in the relationship between perceived overqualification (POQ) and workplace ostracism. In addition, the authors posited that POQ would interact with task interdependence to influence psychological entitlement and indirectly affect workplace ostracism. Design/methodology/approach Using data collected in three waves from 450 workers in a state-owned enterprise, the authors tested the proposed moderated mediation model. Findings POQ increased workplace ostracism through the mediation of psychological entitlement. Moreover, task interdependence buffered the positive effect of POQ on psychological entitlement. Practical implications When recruiting, managers should be careful about hiring employees who are too above the job requirements to lessen employees' POQ and lower its negative impact. In addition, they could reduce the feeling of being ostracized for overqualified employees through increasing task interdependence. Originality/value Existing research on antecedents of workplace ostracism had mainly focused on the ostracizers, while largely ignoring the victims. Moreover, of the few studies on the victims of ostracism, most focused on inherent employee characteristics or external environmental factors, while little research attention has been given to employees' subjective perceptions. The present study is among the first to examine whether employees' POQ and individuals' self-perception that their skills, knowledge and abilities exceed the job requirements would lead to being ostracized and if so, how and when.
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