RUI: Relationship crafting after workplace ostracism in racial minority employees: The role of autonomic arousal, emotions, and cognitive attributions

RUI：少数族裔员工在工作场所受到排斥后的关系塑造：自主唤醒、情绪和认知归因的作用

• 批准号: 2243983
• 负责人: Cong Liu
• 金额: $ 40万
• 依托单位: Hofstra University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2023
• 资助国家: 美国
• 起止时间: 2023-05-01 至 2025-04-30
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2243983&HistoricalAwards=false
• 关键词: RUI; Relationship; crafting; after; workplace

Promoting workplace inclusion and attaining employee well-being are important for business organizations. Workplace ostracism occurs when an organizational member is excluded or ignored by other people at work. Almost 70% of American employees have experienced workplace ostracism. The situation is worse among employees with a racial minority background, posing a tremendous challenge for organizational leaders who strive to promote an inclusive workplace in an increasingly diverse environment. This project investigates how employees respond emotionally and physiologically to workplace ostracism and the extent to which their racial background and cognitive attribution affect this process. Furthermore, the researchers determine the beneficial effects of relationship crafting, a proactive social behavior that helps ostracized employees to regain social connections, recover wellbeing, and restore performance. Findings of this project have important implications for policy and practice to improve diversity and inclusion in the workplace.Using a multi-method approach, this project conducts three studies. First, using a vignette-based experimental study, the investigators examine the main and interaction effects of workplace ostracism and cognitive attributions on the victims’ emotional strains. Second, employing a battery of laboratory tasks (Cyberball Game, Gift Card Task, and Trier Social Stress Test) and physiological measures (skin conductance level and heart rate variability), the investigators examine the distinct activities of sympathetic nervous system and parasympathetic nervous system and the function of relationship crafting among ostracized individuals. Third, using the experience sampling method to collect multi-source data in a 10-week period, the investigators examine the fluctuations of workplace ostracism and employee responses that are otherwise missed by a between-subject design. Data is analyzed using multilevel modeling, Monte Carlo based confidence intervals, and multiple-group path analysis. Using a full-cycle design, the investigators ascertain the internal and external validities of the studies and develop a robust theory on workplace ostracism.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

促进工作场所包容和接受员工福祉对商业组织很重要。当组织成员被其他人排除或忽略组织成员时，就会发生排斥。几乎有70％的美国员工经历了工作场所的排斥。在具有少数种族背景的员工中，情况越来越糟，对努力在日益多样化的环境中促进包容性工作场所的组织领导者构成了巨大挑战。该项目调查了员工如何对工作场所奥斯特拉斯的情感和身体做出反应，以及他们的种族背景和认知属性影响这一过程的程度。此外，研究人员确定了关系制定的有益影响，这是一种积极主动的社会行为，可以帮助员工继续社交联系，恢复健康并恢复绩效。该项目的发现对政策和实践具有重要意义，以改善工作场所的多样性和包容性。使用多方法方法，该项目进行了三项研究。首先，使用基于小插图的实验研究，研究人员研究了工作场所排斥和认知属性对受害者情绪菌株的主要和相互作用的影响。其次，研究人员采用了一系列实验室任务（网络球游戏，礼品卡任务和Trier社交压力测试）和身体措施（皮肤电导水平和心率变异性），研究人员检查了交感神经系统和副交感神经系统和副副交感神经系统的独特活动以及被排化的个体之间关系的功能。第三，使用经验抽样方法在10周内收集多源数据，研究人员研究了工作场所排斥和员工响应的波动，这些响应和员工响应否则会受试者间设计所遗漏。使用多级建模，基于蒙特卡洛的置信区间和多组路径分析来分析数据。研究人员使用完整的周期设计确定了研究的内部和外部有效性，并开发了关于工作场所排斥的强大理论。该奖项反映了NSF的法定任务，并通过使用该基金会的知识分子和更广泛的影响来审查标准，被认为是通过评估来获得的支持。