Impact Of Workplace Ostracism Research Articles

Impact of Workplace Ostracism on Knowledge Hoarding in Hotel Employees: an Affective Events Theory Approach

Impact of Workplace Ostracism on Knowledge Hoarding in Hotel Employees: an Affective Events Theory Approach

Impact of Workplace Ostracism on Employee’s Performance: Moderating Effect of Perceived Organizational Support

Impact of Workplace Ostracism on Employee’s Performance: Moderating Effect of Perceived Organizational Support

Research on the Impact of Workplace Ostracism on Proactive Employee Behavior

Research on the Impact of Workplace Ostracism on Proactive Employee Behavior

Impact of Workplace Ostracism on the Knowledge Flow in the employees of Service Sector of Pakistan

Knowledge management is considered one of the significant factors in service organizations that help the service organizations to improve their performance, and lack of it can actually cause major economic losses. The main idea of this research work is to explore the relationship that how ostracism produces a negative impact on knowledge sharing and a positive impact on knowledge hiding, in the context of a diversified environment of service organizations in Pakistan. In ostracism, the employees are excluded and sidelined by other employees within the organization. This reduces the overall productivity of the employees and they cannot better add towards achieving the goals of the firm. This also impacts the knowledge sharing and knowledge hiding behaviors of the individuals as well.

The role of positive psychological capital in softening the relationship between workplace boycott and job engagement: an analytical study

The role of positive psychological capital in softening the relationship between workplace boycott and job engagement: an analytical study

Impact of Workplace Ostracism on Turnover Intention: An Empirical Study from Pakistan

Impact of Workplace Ostracism on Turnover Intention: An Empirical Study from Pakistan

Impact of workplace ostracism on knowledge withholding behavior: Does job contract matter?

Considering the lack of home ground generated theory and empirical evidence regarding the knowledge-withholding, workplace ostracism, and job contract. The current study was carried out to measure the impact of perceived workplace ostracism on knowledge-withholding behavior and the moderating role of job contracts in the relationship between workplace ostracism and knowledge-withholding behavior. Perceptual and cross-sectional data were collected from the employees working in the Nepalese co-operative industry. Among the surveyed employees, 329 responses were analyzed using SPSS. Positivist research philosophy and deductive reasoning approach were used to reach a conclusion from the quantitative data. This study revealed that workplace ostracism positively affects knowledge-withholding behavior. Job contracts moderated the relationship between workplace ostracism and knowledge-withholding behavior. Permanent employees' knowledge-withholding behavior was positively impacted by workplace ostracism. Temporary employees' knowledge-withholding behavior was not affected due to workplace ostracism. A number of implications and directions for future research are suggested.

Impact of workplace ostracism on knowledge hoarding: mediating role of defensive silence and moderating role of experiential avoidance

The purpose of this study is to investigate the underlying mechanism through which knowledge hoarding is triggered among ostracized employees at workplace. Drawing on conservation of resource theory, the study investigates the mediating role of defensive silence in this relationship. Further, the study also examines the moderating role of experiential avoidance between workplace ostracism and defensive silence. Using multi-layered and convenient sampling technique, data were collected from 225 employees working in the hospitality industry in Pakistan. The results revealed that workplace ostracism significantly influences employees’ knowledge hoarding behavior both directly and through defensive silence. Furthermore, contrary to the expectation, the combined effect of workplace ostracism and experiential avoidance on defensive silence was found insignificant, which we have discussed. The study provides insights for managers to break the knowledge hoarding cycle and create new models for interaction and knowledge sharing among employees at workplace.

Impact of workplace ostracism on voice behaviour in sustainable organisations: a mediated moderation model

Impact of workplace ostracism on voice behaviour in sustainable organisations: a mediated moderation model

The Impact of Workplace Ostracism on Stress and Employee Engagement

Purpose – This research aims to find out the impact of workplace ostracism on stress and employee engagement; this study is beneficial for organizations specific to Banking Sectors so that they can manage their employees correctly. Design/methodology/approach – Quantitative research method was used in this research followed with non-probability convenient sampling with the sample size of 330 of employees working in the banking sectors located in Karachi both Public & Private, the instruments for measuring continuous variable are adopted from previous research. Findings – We have found by testing our hypotheses that there is a significant positive impact of Ostracism on Stress, on the other hand, it has been found that there is a negative impact of Ostracism on Employee Engagement. Discussion – The theoretical implication of the research is that our results reinforced the past theories and the practical implication that ostracism decreases the productivity of employees, for increasing the productivity of employees, the organization should decrease the level of ostracism at the workplace, and it will be beneficial for the banking sector.

Impact of workplace ostracism on unethical pro-organizational behaviors

PurposeThe purpose of this paper is to examine the effect of workplace ostracism on unethical pro-organizational behavior (UPB), by focusing on the moderating role of value alignment of WPS.Design/methodology/approachThe theoretical model was tested using data collected from 434 employees in different companies from Shanxi provinces in China. Analysis of lagged data is used to empirically test the relationship between workplace ostracism and UPB.FindingsThe study found that ostracized individuals are more likely to engage in UPB when they embrace high value alignment with the organization.Originality/valueThis study examines the moderating effect of WPS, providing boundary condition for the relationship between workplace ostracism and UPB. So far, most of the empirical work has identified moderators that only buffer the relationship between ostracism and negative outcomes, and the result for moderators that actually determine pro-social responses has not yet to be discovered.

The Relationship Between Workplace Ostracism and Sleep Quality: A Mediated Moderation Model.

Extant research suggests that workplace ostracism has a detrimental impact on the outcomes of employees. However, very little is known about the impact of workplace ostracism on sleep quality. Therefore, this study aimed to address this gap in the literature. By employing the extended stressor-detachment model, we investigated the mediating role of psychological detachment and the moderating role of coping humor. We used a self-report questionnaire and a time-lagged research design to assess employees’ workplace ostracism, coping humor, psychological detachment, and sleep quality. A total of 403 valid questionnaires were obtained from participants in full-time employment in China. As predicted, the results showed that workplace ostracism is negatively associated with psychological detachment, which in turn, impairs sleep quality. We further found that high levels of coping humor buffer the negative effect of workplace ostracism on psychological detachment and sleep quality. In addition, the moderation effect of coping humor on the relationship between workplace ostracism and sleep quality is mediated by psychological detachment. Finally, based upon the results, we discuss the theoretical implications, provide practical proposals for managers and policymakers, and make suggestions for the direction of further research.

Priming Money Buffers the Negative Impact of Workplace Ostracism on Prosocial Behavior

The feeling of being ostracized in the workplace has been shown to reduce individuals' prosocial and helping behaviors at work. We propose that activating thoughts about money would counter such re...

The impact of workplace ostracism in service organizations

This study examines the effects of personal and situational determinants on work engagement and service performance. Drawing on Conservation of Resources (COR) Theory, we hypothesize that workplace ostracism will reduce work engagement and service performance and that highly neurotic individuals are more susceptible to ostracism. To test the model, we collect longitudinal data from 304 supervisor–subordinate dyads in 19 Chinese hotels. As predicated, we find that: (1) workplace ostracism is negatively related to service performance; (2) workplace ostracism negatively impacts employee service performance via work engagement; and (3) neuroticism strengthens workplace ostracism's direct effect on work engagement and indirect effect on service performance. The implications of these findings, the strengths and limitations of the study, and directions for future research are discussed.