摘
要
摘要
职场排斥这一现象普遍存在于我们的工作场所中，是近年来人力资源管
理方向研究的热点。作为职场“冷暴力”的一种，员工在长期遭受到职场排斥
后，可能会出现沮丧、低落等负面情绪，工作与身心健康都会受到负面影响。
从有关的实证研究结果来看，在工作开展的过程中，职场排斥的影响非常大，
同时这也是一种非常典型的破坏性行为，不仅会损害员工的身心健康，并且
不利于企业组织的健康发展。
本研究基于资源保存理论视角，探讨员工在受到职场排斥之后，是否会
对工作绩效产生直接影响和间接影响。并且，本研究还探讨了员工是否会由
于个体特质（神经质人格）、情境因素（组织支持感）的不同表现出对职场排
斥不同的应对，从而导致工作绩效差异。主要针对工作绩效、职场排斥与工作
投入等相关研究的回顾与整理，结合资源保存理论，本研究构建职场排斥影
响机制理论模型。
本研究借鉴已有成熟研究的量表，设计问卷，分 3次进行发放，调查对
象为不限地区与行业的普通企业员工，回收有效问卷423份。研究使用
SPSS.21与 AMOS软件对调研数据进行信度、效度检验、回归性分析、相关
度检验以及假设检验。
本研究通过数据分析检验得到以下结论：
（1）在工作投入的过程中，职场排斥具备负面影响。（2）在工作绩效中，
工作投入具备正向影响。（3）工作投入在职场排斥对工作绩效的影响中起到
中介作用。（4）神经质人格特质在职场排斥对工作投入之间的关系起到正向
调节作用，即神经质人格特质越高，职场排斥与工作投入间的负相关关系越
强，反之越弱。（5）组织支持感在职场排斥对工作投入之间的关系起到负向调
节作用，即组织支持感越高，职场排斥与工作投入间的负相关关系越弱，反之
越强。
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职场排斥对员工工作绩效的影响——基于资源保存理论视角
本次研究的结论揭示了工作投入在职场排斥与工作绩效间的中介作用，
探讨了神经质人格（个人特质）和组织支持感（情景因素）在职场排斥与工
作绩效间的边界作用，为职场排斥对工作绩效的影响机制研究做出拓展，为
深入理解职场排斥与工作绩效的关系提供新的理论依据，具有重要的理论意
义。能帮助企业和员工了解职场排斥对工作绩效的影响机制，帮助企业和员
工防范并且有效的处理职场排斥问题，基于这个目的的本研究具备重要的现
实意义。
关键词：工作绩效职场排斥工作投入神经质人格组织支持感
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Abstract
Abstract
Workplace exclusion is a common phenomenon in our workplace, which is a
hot spot in the research of human resource management in recent years. As a kind
of "cold violence" in the workplace, employees may have negative emotions such
as depression and depression after being excluded from the workplace for a long
time, and their work and physical and mental health will be negatively affected.
Relevant empirical studies also show that workplace exclusion is a destructive
behavior, which will not only bring physical and mental damage to employees, but
also bring various negative effects to enterprise organizations.
This study discusses whether employees will have a direct and indirect impact
on job performance after being excluded from the workplace. In addition, this study
also discusses whether employees will respond differently to workplace exclusion
due to different individual characteristics (neurotic personality) and situational
factors(organizational support),resultingindifferentjob performance.By
reviewing andsorting outthe relevantstudies on workplaceexclusion, job
performance, job involvement, neurotic personality and organizational support,
combined with the resource conservation theory, this study constructs a theoretical
model of the impact mechanism of workplace exclusion.
Based on the scale of mature research, this study designs a questionnaire, which
is distributed in three times. The respondents are ordinary enterprise employees in
unlimited regions and industries, and 423 valid questionnaires are collected. The
study used SPSS 21 and Amos to test the reliability, validity, regression analysis,
correlation test and hypothesis test of the survey data.
Research conclusion summrd up as follows:
(1) Workplace exclusion has a negative impact on job engagement. (2) Job
involvement has a positive impact on job performance. (3) Job involvement plays a
mediating role in the impact of workplace exclusion on job performance. (4)
Neurotic personality traits play a positive regulatory role in the relationship between
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