Reducing Negative Effects of Social Exclusion: A Self-Regulation Based Moderated Mediation model

Using self-regulation theory as an overarching framework, we examine how intrinsic motivation changes the relation between workplace social exclusion and employee performance via three self-leadership strategies. Data from 101 employees and results from moderated mediation analysis indicate that intrinsically motivated socially excluded employees use three self-leadership strategies more effectively to manage work performance than their counterparts who are not intrinsically motivated. The findings reveal boundary conditions of social exclusion theory and have important practical implications.