Data Sheet

In today’s dynamic workplace environments, fostering positive social interactions is crucial for organizational success. Workplace ostracism, though historically overshadowed, is now recognized as a distinct issue with a subtle yet significant impact on employee well-being. This study investigates the complex dynamics of workplace ostracism and its impacts on employee anxiety, focusing on the potential of gratitude as a mitigating factor. The research employed purposive sampling to select 64 employed individuals aged 22 to 50 from diverse job roles and workplace settings while excluding those in leadership and support roles. Participants completed the Workplace Ostracism Scale and Workplace Anxiety Scale before and after the intervention, while gratitude levels were assessed only after the intervention. The experimental group (n = 30) engaged in self-guided gratitude journaling as an intervention. Results revealed that while there was no statistically significant reduction in workplace ostracism, the intervention significantly reduced workplace anxiety within the experimental group (p = 0.004). Gratitude levels, however, did not differ significantly between groups. These findings contribute to advancing knowledge in organizational psychology, offering insight into how gratitude interventions can alleviate workplace anxiety despite not directly reducing ostracism. Future research is needed to explore other psychological outcomes and refine intervention strategies.在当下瞬息万变的职场环境中，培育积极的社会互动对组织成功至关重要。职场排斥（Workplace Ostracism）尽管长期以来未受到足够重视，现已被视为一类独特的问题，其对员工福祉的影响虽隐蔽却意义重大。本研究旨在探究职场排斥的复杂作用机制及其对员工焦虑的影响，并聚焦于感恩作为缓解因素的潜在效用。本研究采用立意抽样法，从不同岗位与职场场景中选取了64名年龄介于22至50岁的在职人员，同时排除了管理与支持类岗位的从业者。受试者在干预前后分别完成了职场排斥量表（Workplace Ostracism Scale）与职场焦虑量表（Workplace Anxiety Scale）的测评，而感恩水平仅在干预后进行评估。实验组（n=30）接受的干预方式为自主引导式感恩日记写作。研究结果显示，尽管职场排斥水平未出现统计学意义上的显著降低，但实验组的职场焦虑水平在干预后显著下降（p=0.004）。不过，两组间的感恩水平并未呈现显著差异。本研究结果有助于推进组织心理学领域的相关认知，揭示了即便无法直接降低职场排斥，感恩干预仍可缓解职场焦虑的内在逻辑。未来仍需开展更多研究，以探索其他心理层面的影响结果，并优化干预策略。