职场排斥是一种发生在职场中的消极人际关系互动，在现实生活中较为常见，对员工个体和整个组织都存在许多负面影响。因此本研究关注职场排斥对帮助行为的影响。同时由于以往研究中缺乏将情绪耗竭作为职场排斥与帮助行为之间中介变量的研究以及将善良人格特质作为调节变量的研究，因此本研究假设职场排斥会通过情绪耗竭的中介作用从而减少帮助行为，善良人格特质能够调节职场排斥与情绪耗竭之间的关系。

研究通过问卷调查法，收集了以在职人员为对象的313份调查问卷。根据数据分析结果发现：经历职场排斥的员工能够通过情绪耗竭的部分中介作用对帮助行为产生显著负面影响，善良人格特质在职场排斥与情绪耗竭之间的正向调节作用显著，被试的善良人格特质水平越高，经历职场排斥之后情绪耗竭的水平越高。

        本研究结果表明，职场排斥会通过提高个体的情绪耗竭水平从而使其减少帮助行为。同时善良的人经历了职场排斥可能会产生更大的“失望”和“互惠受阻”的感觉，从而产生更强的情绪耗竭水平，这就对人力资源员工关系管理模块提出了更高的要求，具有一定的理论意义和实践意义。

Workplace ostracism is a kind of negative interpersonal interaction in the workplace, which is more common in real life and has many negative effects on individual employees and the whole organization. Therefore, this study focuses on the influence of workplace ostracism on helping behavior. At the same time, due to the lack of previous studies regarding emotional exhaustion as the mediating variable between workplace ostracism and helping behavior, as well as the research regarding good personality as the moderating variable, this study hypothesizes that workplace ostracism will reduce helping behavior through the mediating effect of emotional exhaustion, and good personality can regulate the relationship between workplace ostracism and emotional exhaustion.

Through questionnaire survey, 313 questionnaires were collected. According to the results of data analysis, it is found that employees who have experienced workplace ostracism can have a significant negative impact on helping behavior through the mediating effect of emotional exhaustion, the study found that the positive moderating effect of good personality traits between workplace ostracism and emotional exhaustion is significant, that is, the higher the level of good personality traits, the higher the level of emotional exhaustion after workplace ostracism.

The results show that workplace ostracism can reduce helping behavior by increasing the emotional exhaustion level of individuals. At the same time, the kind-hearted people who have experienced workplace ostracism may have a greater sense of "disappointment" and "mutual benefit blocked", thus producing a stronger emotional exhaustion level, which puts forward higher requirements for the human resource employee relationship management module, which has a certain theoretical and practical significance.