Workplace Ostracism and Counterproductive Work Behaviors: The Chain Mediating Role of Anger and Turnover Intention.

This study aims to explore the mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors. A two-stage follow-up survey of 426 employees born after 1990 was conducted using the Workplace Ostracism Scale, Counterproductive Work Behaviors Scale, Trait Anger subscale of the State-Trait Anger Expression Inventory, and Turnover Intention Scale. Workplace ostracism was found to be significantly positively correlated with anger, turnover intention, and counterproductive work behaviors. Furthermore, anger and turnover intention both separately and serially mediated the relationship between workplace ostracism and counterproductive work behaviors. This study confirms the chain mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors.

Low Altruism as a Cause of Ostracism.

This study focused on the causes of ostracism and explored the relationship between altruistic personality traits and ostracism. Using a combination of questionnaire surveys and laboratory experiments, results showed that: individuals with lower altruism were more vulnerable to be ostracized than those with higher altruism (Study 1 and Study 2). The relationship between altruism and ostracism was partially mediated by social responsibility (Study 3). When facing a low-altruistic target, the source would infer that the social responsibility level of this target was also low, thereby leading the ostracism intention to the target. Empathy did not moderate the relationship between altruism and ostracism. On the one hand, empathy did not moderate the direct effect of altruism on ostracism (Study 2); on the other hand, it also did not moderate the mediating role of social responsibility (Study 3). The strengths and limitations of this research are also discussed.

Preparation of Multi-Motive Grid Questionnaire for Social Networking Sites Use.

This study draws on previous studies to develop the Social Networking Sites Use Multi-Motive Grid Questionnaire (SNSU-MMG) and test its reliability and validity. The results show that social networking sites use motivation includes four factors: cognitive motivation, emotional motivation, leisure motivation and herding motivation. Confirmatory factor analysis, reliability and validity tests show that the questionnaire has good structural validity, internal consistency and split-half reliability. The SNSU-MMG can be used as a measurement tool for users' social networking sites use implicit motivation.