I 摘要 良好的职场人际关系至关重要，而职场排斥这种不良的人际互动已经严重影 响到了员工的身心健康和工作效率，甚至给组织也带来了消极的影响。在中国背 景下，组织内的员工又应该如何应对这种负面行为？以往的研究基于消极互惠的 视角对职场排斥的影响做了多方面的验证，表明职场排斥对员工的主动性行为、 工作绩效以及组织公民行为有着消极影响。因此从组织视角来看，如何最大化减 少职场排斥的发生，以及如何让员工在遭到职场排斥后妥善应对，以减少职场排 斥带来的个人压力和绩效损失，对组织来说是至关重要的。 本文基于以往的研究，分别介绍了职场排斥、内部人身份感知、职业韧性、 建言和帮助这 5 个变量的相关研究，从社会认同理论和资源保存理论的视角出发， 提出本文的研究假设，构建了一个既有调节又有中介的理论模型。选取重庆市、 成都市、乐山市、遂宁市和宜宾市等多个城市的公务员群体和事业单位的员工作 为研究对象，通过网络的方式发放调查问卷，累计回收 844 份有效问卷，利用 SPSS25.0、Mplus 等统计分析软件对样本进行数据分析，以验证研究假设。 研究结论如下：（1）职场排斥对建言和帮助行为具有消极作用；（2）职场排 斥对内部人身份感知具有消极作用；（3）内部人身份感知中介了职场排斥对建言 和帮助行为的消极作用；（4）职业韧性负向调节职场排斥对建言和帮助行为的消 极作用，即：在高职业韧性的水平下，职场排斥对建言和帮助行为的消极作用更 弱。 本研究的创新之处在于：（1）研究样本的选择。本文拓展了职场排斥与建言、 帮助之间关系的群体，以往关于职业排斥对建言、帮助的研究群体多局限于教师、 医院护士、企业员工等。而本文选择公务员和事业单位的员工作为研究样本，增 加了对职场排斥对建言行为的影响在不同群体中的适用性。（2）研究思路的创新。 本文将职业韧性作为调节职场排斥与建言、帮助行为的情景变量。通过回顾国内 外的文献，发现研究者在对职场排斥的研究中很少考虑职业韧性的因素，但职业 韧性作为个体重要的一个特质，能够很好地反映个体如何应对生活和工作中的逆 境。（3）研究理论的选择。以往的研究主要是从社会交换理论、社会认同理论的 基础上探讨职场排斥与建言、帮助行为的内在关系，但本研究引入了资源保存理 论，从更多元的视角来探讨变量之间的关系，也为之后的研究提供了新的视角。因 此，本研究为探讨职场排斥对建言和帮助等角色外行为的研究奠定了理论基础。 关键词：职场排斥；内部人身份感知；职业韧性；建言；帮助；ABSTRACT II ABSTRACT Good workplace interpersonal relationships are essential, and workplace ostracism of this bad interpersonal interaction has seriously affected employees' physical and mental health and work efficiency, and even brought negative to the organization Impact. In the context of China, people generally advocate the concept of "silence is gold" and "loss is a blessing". How should employees deal with this negative behavior? Previous researches have verified the impact of workplace ostracism based on the conflict-retaliation perspective in many ways, showing that workplace ostracism has a negative impact on employees’ proactive behavior, job performance, and organizational citizenship behavior. Therefore, from an organizational perspective, how to minimize the occurrence of workplace ostracism and how to allow employees to respond appropriately after being ostracized in the workplace to reduce the personal pressure and performance loss caused by workplace ostracism is crucial for the organization. Based on previous researches, this thesis introduces the related research of the five variables of workplace ostracism, perceived insider status, career resilience, voice and helping. Triggered from the perspectives of social identity theory and resource conservation theory, this thesis proposes the research hypothesis, Construct a theoretical model with both regulation and intermediation. The employees of dozens of national institutions in Chongqing, Chengdu, Leshan, Suining, and Yibin were selected as the research objects, and the questionnaires were distributed via the Internet. A total of 844 valid questionnaires were collected and used SPSS25. 0. Statistical analysis software like Mplus analyze the samples to verify the research hypothesis. The following research conclusions are obtained: (1) workplace ostracism has a negative effect on voice and helping behavior; (2) workplace ostracism has a negative effect on perceived insider status; (3) perceived insider status mediates workplace ostracism on voice and helping behavior Negative effect; (4) Career resilience can negatively regulate the negative effect of workplace ostracism on voice and helping behaviors, that is: at a high level of professional toughness, workplace ostracism has a weaker effect on voice and help behaviors. The innovation of this research lies in: (1) Selection of research samples. The thesis expands the group of relationships between workplace ostracism, voice, andABSTRACT III helping. Previous research groups on occupational ostracism on voice and helping were mostly limited to teachers, hospital nurses, and corporate employees. In this thesis , employees of national institutions are selected as research samples, which not only responds to previous research conclusions, but also increases the applicability of this conclusion to different groups. (2) Innovation of research ideas. This article takes occupational resilience as a situational variable that regulates workplace ostracism and voice, and helping behavior. By reviewing domestic and foreign literature, it is found that researchers rarely consider occupational resilience in the study of workplace ostracism, but Career resilience, as an important characteristic of individuals, can well reflect how individuals respond to adversity in life and work. (3) Choice of research theory. Previous studies mainly explored the internal relationship between workplace ostracism, voice, and helping behavior on the basis of social exchange theory and social identity theory, but this study introduced resource conservation theory to explore the relationship between variables from a more diverse perspective, It also provides a new perspective for the subsequent research. Therefore, this study lays a theoretical foundation for the study of workplace ostracism on the study of extra-role behaviors such as voice and helping. Keywords: workplace ostracism, perceived insider status, career resilience, voice， helping目录 IV 目录 第一章 绪论....................... 1 1.1 研究背景 .............. 1 1.2 研究问题 .............. 3 1.3 研究意义 .............. 4 1.3.1 理论意义 ... 4 1.3.2 实践意义 ... 4 1.4 研究构思 .............. 5 1.4.1 研究内容 ... 5 1.4.2 论文结构 ... 6 1.4.3 研究方法 ... 7 1.4.4 主要创新点 .............................. 7 1.5 技术路线图 .......... 8 1.6 本章小结 .............. 8 第二章 文献综述............... 9 2.1 职场排斥 .............. 9 2.1.1 职场排斥的定义 ...................... 9 2.1.2 职场排斥的测量 .................... 10 2.1.3 职场排斥的相关研究 ............ 11 2.2 内部人身份感知 14 2.2.1 内部人身份感知的概念 ........ 14 2.2.2 内部人身份感知的测量 ........ 15 2.2.3 内部人身份感知的相关研究 15 2.3 职业韧性 ............ 16 2.3.1 职业韧性的定义 .................... 16 2.3.2 职业韧性的测量 .................... 18 2.3.3 职业韧性的相关研究 ............ 18 2.4 建言行为 ............ 20 2.4.1 建言行为的定义 .................... 20 2.4.2 建言行为的测量 .................... 22 2.4.3 建言行为的相关研究 ............ 22目录 V 2.5 帮助行为 ............ 25 2.5.1 帮助行为的概念 .................... 25 2.5.2 帮助行为的测量 .................... 26 2.5.3 帮助行为的相关研究 ............ 26 2.6 社会认同理论 .... 30 2.7 资源保存理论 .... 31 2.8 本章小结 ............ 32 第三章 假设提出和模型构建........................ 34 3.1 职场排斥与建言、帮助行为 ........... 34 3.2 职场排斥与内部人身份感知 ........... 35 3.3 内部人身份感知与建言、帮助行为 .............................. 36 3.4 内部人身份感知的中介作用 ........... 37 3.5 职业韧性的调节作用 ....................... 38 3.6 研究模型的构建 40 3.7 研究假设汇总 .... 40 3.8 本章小结 ............ 41 第四章 研究设计与方法. 42 4.1 问卷设计 ............ 42 4.2 问卷收集及样本信息 ....................... 42 4.2.1 问卷收集 . 42 4.2.2 样本信息 . 43 4.3 变量测量 ............ 44 4.3.1 自变量：职场排斥的测量 .... 44 4.3.2 中介变量：内部人身份感知的测量 ................... 45 4.3.3 调