چکیده:
The purpose of this study was to investigate the impact of workplace ostracism on workplace behaviors (deviant and rude behaviors) with the mediating and moderating roles of organization-based self-esteem and perceived organizational justice in Mazandaran Cultural Heritage, Handcrafts and Tourism Organization. In terms of purpose and method, the study was a descriptive and correlational. The sample was selected through random sampling, and the data was collected using questionnaires distributed among participants. The reliability and validity of the instrument were assessed using composite reliability, factor loadings, Cronbach's Alpha, convergent validity and divergent validity. Data was analyzed using Partial Least Squares and SPSS. Sobel and VAF tests were used to measure the mediating role of organization-based self-esteem. Data analysis showed that workplace ostracism has a significance effect on workplace behaviors and organization-based self-esteem. The organization-based self-esteem has a significance mediating effect on the relationship between workplace ostracism and workplace behaviors. On the other hand, the analysis performed using Sobel test indicated that almost 40 percent of workplace behaviors change the workplace ostracism through the mediating role of organization-based self-esteem.
خلاصه ماشینی:
Master's Graduate, Department of Business Administration, Faculty of Administrative and Economic Sciences, Mazandaran University, Mazandaran, Iran (Received: 2018/05/09 - Accepted: 2018/09/05) Abstract Researchers in this study sought to investigate the impact of workplace ostracism on work behaviors (deviant and proactive behavior in the workplace) with the moderating role of perceived organizational justice and the mediating role of organizational self-esteem in the Cultural Heritage, Handicrafts, and Tourism Organization of Mazandaran Province.
On the other hand, Sobel’s test showed that approximately 40% of the changes in workplace ostracism on work behaviors are explained through the mediating variable of organizational self-esteem.
Deviant behaviors such as theft (Greenberg, 1990: 563), avoidance of effort (Bennett & Kidwell, 1993: 251), absence from work without reason (Robinson & Bennett, 2003: 251), and aggression (Spector & Fox, 1999: 919) that violate organizational norms, goals, policies, and rules can have a profound impact on both the individual and the organization.
Given the above, the fundamental question of researchers seeking an appropriate answer to it was whether there is a significant relationship between the perception of rejection in the workplace and work behaviors with the mediating role of organizational self-esteem and the moderator of perceived organizational justice among employees of the Cultural Heritage, Handicrafts, and Tourism Organization of Mazandaran Province?
Discussion and Conclusion As mentioned, the present research investigated the effect of perceived rejection in the work environment on work behaviors (deviant and interactive behavior in the work environment) with the mediating role of organizational self-esteem and the moderating role of perceived organizational justice in the Cultural Heritage, Handicrafts, and Tourism Organization of Mazandaran Province.
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