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.

当组织成员在工作中被其他人排斥或忽视时，促进工作场所包容性和实现员工福祉非常重要。 近 70% 的美国员工经历过工作场所排斥，这种情况在员工中更为严重。少数族裔背景，对努力在日益多元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。该项目调查员工在情感和生理上如何应对工作场所的排斥，以及他们的种族背景和认知反应程度。此外，研究人员确定了关系营造的有益影响，这种积极的社会行为可以帮助被排斥的员工重新获得社会联系、恢复幸福感和恢复绩效，该项目的研究结果对改善政策和实践具有重要意义。工作场所的多样性和包容性。该项目采用多种方法进行了三项研究，首先，利用基于小插曲的实验研究，研究人员检查了工作场所排斥和认知归因对受害者情绪的主要影响和相互作用。其次，研究人员利用一系列实验室任务（网络游戏、礼品卡任务和特里尔社会压力测试）和生理测量（皮肤电导水平和心率变异性）来检查交感神经系统和副交感神经的不同活动。第三，利用经验抽样方法收集 10 周内的多源数据，调查人员检查了工作场所排斥和员工反应的波动情况。通过受试者间设计，使用多级建模、基于蒙特卡罗的置信区间和多组路径分析来分析数据，研究人员确定研究的内部和外部有效性并开发出可靠的理论。该奖项反映了 NSF 的法定使命，并通过使用基金会的智力价值和更广泛的影响审查标准进行评估，被认为值得支持。