领导排斥对员工的心理健康和工作绩效都有消极影响。虽然已有的研究验证了工作场所排斥对情绪耗竭的影响，但是在实际环境里来自领导的排斥是否对员工的影响更强？而员工遭受排斥后，是否会做出一些行为进行应对？什么会影响他们做出这些行为？关于领导排斥和情绪耗竭之间的作用机制还未受到充分的重视。因此，本研究基于资源保存理论，从领导排斥的视角出发，探索领导排斥与情绪耗竭的关系，并且尝试探究领导排斥对情绪耗竭的影响的内部机制。

本研究采用日记研究法向被试收集数据，被试需在10个连续工作日进行填答问卷，最终有效被试为99名累计收集961份有效数据，并在一个月后向被试再收集一次数据。每日中午休息时，被试需报告领导排斥、工作场所欺凌和心理退缩。每日工作结束后，被试需报告情绪耗竭水平。

通过建立多水平结构方程模型进行假设检验，结果表明：每天的领导排斥负向预测当天的情绪耗竭；当天的工作场所欺凌和心理退缩中介领导排斥和情绪耗竭之间的关系，一个月后这个中介依然成立；个体间水平的敌意归因偏差负向调节领导排斥与心理退缩间的关系。具体来说，员工遭受领导排斥后，增加了他们工作场所欺凌行为和心理退缩行为，进而增加他们的情绪耗竭，并且受到敌意归因偏差的调节。

在理论上，本研究丰富了领导排斥与情绪耗竭的研究，检验了资源保存理论的第二推论，探索了工作场所欺凌和心理退缩在这其中的中介机制，并且给企业遏制员工的工作场所欺凌行为和心理退缩行为提供了一定的参考价值。

Leadership ostracism have negative effects on employee’s mental health and job performance. Although previous studies have demonstrated the effect of workplace ostracism on emotional exhaustion, is the ostracism from leader stronger in the actual environment? And do employee react to ostracism by doing something? What influences them to do these behaviors? The mechanism between leadership ostracism and emotional exhaustion has not received sufficient attention. Therefore, based on the conservation of resources theory and from the perspective of leadership ostracism, this study explores the relationship between leadership ostracism and emotional exhaustion, and tries to explore the internal mechanism of leadership ostracism’s effect on emotional exhaustion.

In this study, data were collected from the subjects using the dairy study. The participants had to fill in the questionnaire for 10 consecutive working days. Finally, 961 valid data were collected from 99 valid participants in total, and the data was collected from the participants again one month later. At the midday break each day, participants reported leadership ostracism, workplace bullying and psychological withdrawal. And the end of each day, participants reported their level of emotional exhaustion.

A multi-level structural equation model was established to test the hypothesis, the results show that: daily leadership ostracism negatively predicted day’s emotional exhaustion. Workplace bullying and psychological withdrawal mediated the relationship between leadership ostracism and emotional exhaustion, which was still established a month later. The inter-individual hostility attribution bias negatively moderates the relationship between leadership ostracism and psychological

withdrawal. Specifically, leadership ostracism increased employee’s workplace bullying and psychological withdrawal, which increased their emotional exhaustion and were moderated by hostile attribution bias.

Theoretically, this study has enriched on leadership ostracism and emotional exhaustion, tested the second corollary of conservation of resources theory, explored the mediating mechanism of workplace bullying and psychological withdrawal, and provided certain reference value of enterprises to curb workplace bullying and psychological withdrawal.