When does workplace ostracism undermine college sports interns' organizational citizenship behavior? The buffering effect of psychological flexibility at work

Introduction: Students frequently experience workplace ostracism during sports internships. However, little is known about how sports interns respond to and cope with workplace ostracism on organizational citizenship behavior (OCB). Drawing on an interactionist perspective, we propose that individuals with a high level of psychological flexibility at work will be able to mitigate the impact of workplace ostracism. Methods: Using a scenario design, data were collected from 152 college sports interns. Participants initially completed demographics, perspective taking, and psychological flexibility at work. Then, participants were randomly assigned to one of two vignettes describing a situation in which the participant was ostracized or not ostracized conditions. After reading the manipulated vignette, participants rated the manipulation check items and organizational citizenship behavior. Descriptive statistics, Pearson's product-deviation correlation analysis, and hierarchical regression analysis were used to test the hypotheses. Results: The results indicate that the association between workplace ostracism and organizational citizenship behavior is non-significant. However, the association between workplace ostracism and organizational citizenship behavior is significant and negative only for interns with low psychological flexibility at work. Conclusion: The experience of workplace ostracism is prevalent and is likely to harm sports interns' thoughts and behaviors. Our findings suggest that having psychological flexibility at work could help them to buffer the detrimental influence of workplace ostracism on organizational citizenship behavior. Accordingly, in additional to prevent the occurrence of ostracism in the work environment, it is crucial to cultivate students' mental ability of psychological flexibility at work, which can be achieved through educations and interventions.

關鍵字

career development ； higher education ； extra-role behavior ； social exclusion ； acceptance and commitment therapy

並列摘要

緒論：學生在運動實習期間受到組織排擠的現象時有所聞，然而對於運動實習生如何回應或處理職場排擠的影響則很少被關注。依據互動論的觀點，我們假設個人具有高度的工作心理彈性能力能夠緩解職場排擠的負面影響。方法：透過情境故事的設計，針對152名大專運動實習生進行研究。研究參與者首先完成個人背景資料、觀點取替量表，以及工作心理彈性量表的填寫。接續則隨機分派到組織排擠情境或非組織排擠情境進行故事閱讀，完成後則進一步填答操弄檢核與組織公民行為量表。本研究採用描述性統計、皮爾森積差相關分析，以及階層迴歸分析進行各項假設考驗。結果：組織排擠對於運動實習生組織公民行為並無顯著影響效果。然而，本研究發現當運動實習生具有低度的工作心理彈性時，組織排擠對於運動實習生組織公民行為則呈現負向顯著的效果。結論：組織排擠經驗不僅普遍且可能影響運動實習生的思考與行為。本研究結果指出，具備工作心理彈性能力能夠協助個人緩解職場排擠對於組織公民行為的負面影響。爰此，除了避免職場排擠在工作環境中的發生外，透過教育與介入方式培養學生的工作心理彈性能力將是有效且重要的課題。

並列關鍵字

生涯發展；高等教育；角色外行為；社會排斥；接納與承諾治療

參考文獻

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