Abstract：
Grounded in self-regulation theory, this research assesses the relationship between employees\' experiences of workplace ostracism and organizational deviance, further exploring the mediating function of procrastination and the buffering role of psychological flexibility. Results based on longitudinal (three-wave) data collected from employees in North American organizations illustrate that workplace ostracism elicits organizational deviance because employees suffer from impaired self-regulation, shown through procrastination. Accordingly, this study identifies procrastination as a way by which workplace ostracism facilitates organizational deviance but highlights that the association between procrastination and deviant behavior is mitigated when employees can actively engage in psychological flexibility. Examining the interplay between these variables may present an opportunity to potentially understand how to curb adverse workplace outcomes by encouraging employees to adapt their behaviors in the pursuit of organizational goals, despite the distracting thoughts and emotions associated with the experience of workplace ostracism.
摘要：
以自我调节理论为基础，这项研究评估了员工工作场所排斥经历与组织偏差之间的关系，进一步探讨拖延的中介作用和心理弹性的缓冲作用。基于从北美组织的员工那里收集的纵向（三波）数据的结果表明，工作场所排斥会导致组织偏差，因为员工的自我调节能力受到损害，表现为拖延。因此，这项研究认为拖延是工作场所排斥促进组织偏差的一种方式，但强调当员工能够积极地参与心理灵活性时，拖延和偏差行为之间的关联会得到缓解。检查这些变量之间的相互作用可能会提供一个机会，以潜在地了解如何通过鼓励员工在追求组织目标时适应他们的行为来遏制不利的工作场所结果，尽管与工作场所排斥的经历相关的思想和情绪令人分心。
