Feeling Left Out:Workplace Dialect Ostracism and Its Adaptive and Maladaptive Consequences for Employee Behaviors
How to promote proper social mobility of labor has become an important social issue.However,the very existence of dialect hinders cross-regional labors from adapting to their work and life.In organizations,it can be used as a means to exclude others,which leads to perceived ostracism.This perspective is relatively novel.Drawing from the need to belong theory and the self-regulation theory,this study examined the relationship between workplace dialect ostracism and employees'social engagement and withdrawal behavior.We tested these hypotheses in a field study of 316 employee using a time-lag research design,we found that firstly,affect-focused rumination and problem-solving pondering mediated the relationship between workplace dialect ostracism and employee behaviors,i.e.social engagement and withdrawal behavior.Resilience moderated the relationship between workplace dialect ostracism and affect-focused rumination and problem-solving pondering.Resilience moderated the indirect effect of workplace dialect ostracism on social engagement and withdrawal behavior through affect-focused rumination,as well as the indirect effect of workplace dialect ostracism on social engagement and withdrawal behavior through problem-solving pondering.This research offers theoretical insights into the underlying mechanisms of how workplace dialect ostracism impacts employee behavior and provides practical guidance for management to solve workplace dialect ostracism problem.
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