| dc.creator | He, Peixu | |
| dc.creator | Wang, Jun | |
| dc.creator | Zhou, Hanhui | |
| dc.creator | Liu, Qiyuan | |
| dc.creator | Zada, Muhammad | |
| dc.date | 2024-04-10T03:23:11Z | |
| dc.date | 2024-04-10T03:23:11Z | |
| dc.date | 2023 | |
| dc.date.accessioned | 2024-07-17T21:10:14Z | |
| dc.date.available | 2024-07-17T21:10:14Z | |
| dc.identifier | 10.2147/PRBM.S396921 | |
| dc.identifier | 11791578 | |
| dc.identifier | https://hdl.handle.net/20.500.12728/10770 | |
| dc.identifier.uri | https://repositorioslatinoamericanos.uchile.cl/handle/2250/9508820 | |
| dc.description | Purpose: This study investigates the association between the previous workplace ostracism of employees and their subsequent helping behavior by drawing on moral cleansing theory in the Chinese context, exploring the mediating roles of employees’ guilt and perceived loss of moral credit and the moderating role of their moral identity symbolization. Sample and Method: The data were collected from a two-stage time-lagged survey of 284 Chinese employees. Regression analysis and the bootstrapping method are used in this article to examine the theoretical hypotheses. Results: The results indicate that employees’ previous ostracism behaviors positively affected their guilt experience and perceived loss of moral credit. Subsequently, the relationship between employees’ workplace ostracism and their helping behavior is mediated by guilt experience and perceived loss of moral credit. Furthermore, moral identity symbolization positively moderated the indirect “workplace ostracism-helping behavior” linkage via guilt and perceived loss of moral credits; in other words, for employees who have a higher degree of moral identity symbolization, the mediating effect is more significant, and vice versa. Conclusion: This study does not merely clarify the theoretical relationship between perpetrators’ workplace ostracism and their helping behavior, which enriches the explanatory logic of related research on workplace ostracism and the cause of helping behavior, but also expand the application scope of moral cleansing theory. Further, we aim practically to bring enlightenment to human resource management reform, corporate culture construction, and positive behavior management. © 2023 He et al. | |
| dc.description | National Natural Science Foundation of China, NSFC, (71801097, 71802087, 72172048) | |
| dc.format | application/pdf | |
| dc.language | en | |
| dc.publisher | Dove Medical Press Ltd | |
| dc.subject | guilt experience | |
| dc.subject | helping behavior | |
| dc.subject | moral cleansing | |
| dc.subject | moral identity symbolization | |
| dc.subject | perceived loss of moral credits | |
| dc.subject | workplace ostracism | |
| dc.title | How and When Perpetrators Reflect on and Respond to Their Workplace Ostracism Behavior: A Moral Cleansing Lens | |
| dc.type | Article | |
