Abstract:    With the intensification of organizational changes and the increasing complexity of competitive relationships such as workplace resources′ allocation and performance evaluation, the frequency of deviance behaviors in Chinese enterprises has increased sharply, which has seriously damaged the normal performance of organizational functions. The new generation of employees has become the backbone of the company, and their workplace status and importance are increasing day by day. In view of this, exploring the predictive factors of the new generation of employees′ deviation behaviors, revealing the boundary conditions of their occurrence, and proposing effective solutions, has important theoretical significance and practical value.In view of this, this research is based on the theory of resource conservation and cognitive assessment to systematically study the mechanism of workplace ostracism on deviance behavior of the new generation of employees in the context of Chinese organizations. This study uses 452 the new generation of employees from some companies in five provinces as samples. By constructing a structural equation model, the research systematically verifies the influence paths between the variables in the theoretical model, and further uses the regression coefficient model to test the adjustment effect and the adjusted mediation effect in the theoretical model, to verify the research hypothesis item by item. The analysis results show that: Workplace ostracism negatively affects deviance behavior of the new generation of employees by prove goal orientation, and positively affects deviance behavior of the new generation of employees through job burnout; psychological security plays a moderating role in the path of workplace ostracism and deviance behavior of the new generation of employees, and psychological security enhances the positive relationship between workplace ostracism and prove goal orientation, and weakens the positive relationship between workplace ostracism and job burnout.The current study makes some contributions both theoretically and practically. The theoretical contribution of this paper are as follows: firstly, this study is a supplement and improvement to the field of organizational behavior, and the study conclusions also provide a theoretical reference for revealing the relationship between the two in depth. Secondly, the conclusions of this research have important theoretical significance for revealing the "black box" of the influence of workplace ostracism on deviance behavior. In addition, it provides a new theoretical perspective for exploring the formation mechanism of the new generation of employees′ deviance behavior. Thirdly, this study discusses its moderating effect on the mechanism of workplace ostracism based on cognitive and psychological perspectives. Moreover, this also clarifies the boundary conditions of the main effect.The practical contributions of this study are mainly reflected in the following three aspects: firstly, business leaders should strive to transform workplace ostracism into a mechanism element which can stimulate the new generation of employees. Secondly, business managers need to be alert to the causes of workplace ostracism and its negative effects. Thirdly, managers need to create a psychological safety atmosphere actively, take the initiative to eliminate rights barriers and respect opinions of the new generation employee. 

Key words: workplace ostracism, prove goal orientation, job burnout, deviance behavior, psychological safety