Abstract
Background: Social interactions among employees are essential for individual performance as they provide various job-related information and feedback as well as social and emotional support. Tasks have become interdependent among organizational members, allowing teamwork to generally become an organizational norm. Consequently, it is pertinent that employees maintain favorable working relationships with other organizational members because workplace ostracism has become an organizational concern. Although recent studies have examined numerous psychological mechanisms that associate ostracism with workplace outcomes, studies have been limited in exploring practical facets that link the relationship. Thus, this study examined the mediating effect of team–member exchange for workplace ostracism and task performance and the moderating effect of task interdependence in influencing the relationship. Methods: Data were collected using a two-wave design and sampled 242 full-time employees in South Korea. The hypotheses were tested with hierarchical regression analyses. Results: Team–member exchange was found to mediate the relationship between workplace ostracism and task performance and task interdependence moderated the mediated relationship. Conclusions: The results suggest that being ostracized negatively influences the quality of the relationship between team-members which then affects individual performance. In addition, the conditional indirect effect for ostracism on task performance was significant when task interdependence was high, while not significant when it was low, thus moderating the mediated relationship.
Highlights
Organizations require social interactions among organizational members to perform effectively.As work has become more interdependent and the frequency of teamwork has increased, social interactions among organizational members have become critical aspects on individual and organizational performance [1,2]
Et al [4] conceptualized framework suggests several mediating and moderating variables that can elaborate the effects of workplace ostracism on workplace outcomes
The study results clearly suggest that an individual’s task performance is affected by the quality of the relationships between team members, but it can further be influenced by the level of effort and skills of other organizational members
Summary
As work has become more interdependent and the frequency of teamwork has increased, social interactions among organizational members have become critical aspects on individual and organizational performance [1,2]. Et al [4] conceptualized framework suggests several mediating and moderating variables that can elaborate the effects of workplace ostracism on workplace outcomes. It is pertinent that employees maintain favorable working relationships with other organizational members because workplace ostracism has become an organizational concern. This study examined the mediating effect of team–member exchange for workplace ostracism and task performance and the moderating effect of task interdependence in influencing the relationship. The conditional indirect effect for ostracism on task performance was significant when task interdependence was high, while not significant when it was low, moderating the mediated relationship
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