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Extending an extant dynamic componential perspective, we propose an integrative model of how and why workplace ostracism exhibited by supervisors relates to employees' creativity through pragmatic (task resources) and engagement (creative process engagement) effects. Specifically, we predict that workplace ostracism negatively relates to creativity through reduced task resources and creative process engagement. Perceived organizational support plays a key role in buffering the negative effects of workplace ostracism in both pragmatic and engagement domains. Three-wave, supervisor–subordinate, dyadic data from a bank in China support these hypotheses. We discuss the implications of these results for both research and practice. (PsycINFO Database Record (c) 2018 APA, all rights reserved)
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