作为一种变相的虐待，职场排斥现象已经深深扎根于组织之中，成为一个严重的问题。近年来，国内外大量研究揭示了职场排斥对员工和组织的负面影响，但基本都将目光集中于排斥事件的当事人身上，即排斥者和受害者，很少有人关注目睹排斥的旁观者的情绪和行为反应。然而，我们需要注意的是，工作中超过一半的消极互动都发生在有其他人在场的情况下，职场排斥也并不是在真空中发生的。因此，作为职场排斥的间接参与者，旁观者的情绪和行为反应值得我们进一步关注和探索。
本研究将与职场排斥当事人双方处于同一生态系统的旁观者作为研究对象，基于情绪认知理论和情感事件理论，系统考察了职场排斥如何影响旁观者的情感和行为，以及责任归因在此过程中的决定性作用。同时，我们进一步探索了道德认同、与受害者关系以及组织整体公平在旁观者情感和行为选择之间的调节作用。
为了检验提出的假设，我们开展了两项实验研究。研究1中我们以学生为样本，通过情景设定模拟排斥场景，以检验目睹排斥的责任归因与旁观者情感和行为之间的因果关系。为了进一步增强结果的普遍性，我们开展研究2，对中国不同行业的250在职员工进行问卷调查，由此进一步考察职场排斥对第三方旁观者的影响，以及个人、关系和组织的调节作用。
结果表明，责任归因在职场排斥与旁观者情感倾向之间起重要作用，这些情感进而导致旁观者不同的行为反应和表现；道德认同、与受害者关系、组织整体正义均显著增强同情与帮助行为之间的正向关系；道德认同和与受害者关系抑制了旁观者继续参与和强化惩罚行为，反而使他们更多选择保持沉默，对排斥事件不加干预。本研究丰富了对职场排斥结果变量的研究，并为理解旁观者的情绪倾向和行为反应提供了新的视角，同时对组织实践也有一定指导意义。

As a kind of mistreatment in disguise, workplace ostracism has been deeply rooted in organizations and become a serious problem. In recent years, extensive researches have revealed the negative impact of workplace ostracism on employees and organizations. However, most of them mainly focus on the dyadic relationship within which ostracism directly occurs, little is known about the emotion and behaviors of bystanders who witness the acts of violence but are not themselves acting in the role of perpetrator or victim. Whereas, what we need to pay attention to is that over half of negative interactions at work occur in the presence of other people, and workplace exclusion does not happen in a vacuum. Therefore, as the invisible participants of ostracism, bystanders’ emotional and behavioral responses is worthy of further attention and exploration.
Based on the cognitive theory of emotion and affective event theory, we take bystanders who are in the same ecosystem with both parties of workplace ostracism into consideration, the current study examines how workplace ostracism influence bystanders’ emotional tendencies which depended on responsibility attribution, as well as the moderating role of moral identity, personal relationship with victims, and organizational overall justice on bystanders’’ subsequent behavioral responses. 
To test these hypotheses, we conducted two studies. In study 1, we took students as samples and included a scenario-based approach to preliminarily examine the potential relationship between responsibility attribution for the ostracism and bystanders’ emotional tendencies and behavioral responses as well the role of moderators. To further enhance the generalizability of our results, we conducted study 2, in which 250 Chinese employees in different industries were surveyed, further examining the effect of workplace ostracism on third-party bystanders and the moderating effects of moral identity, personal relationship with victims, and organizational overall justice.
The results showed that responsibility attribution plays an important role between workplace ostracism and bystanders’ emotional tendencies, which further leads to different emotion-driven behaviors; moral identity, personal relationship with victims, and organizational overall justice all significantly enhance the positive relationship between sympathy and helping behavior; moral identity and personal relationship inhibited bystanders who are content with ostracism from engaging in reinforcement behavior, and equipped them with more silence. This study enriches the potential outcomes of workplace ostracism and provides a new perspective to understand the bystanders’ emotional tendencies and behavioral responses.