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Singh S, Subramani AK, David R, Jan NA. Workplace ostracism influencing turnover intentions: Moderating roles of perceptions of organizational virtuousness and authentic leadership. Acta Psychol (Amst) 2024; 243:104136. [PMID: 38244371 DOI: 10.1016/j.actpsy.2024.104136] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/10/2023] [Revised: 12/14/2023] [Accepted: 01/09/2024] [Indexed: 01/22/2024] Open
Abstract
Workplace Ostracism is known to be a physically and emotionally painful experience. Even if it has a temporary and minor impact, it strongly predicts employee turnover intentions. Therefore, the purpose of this paper is to examine the moderating effects of perceptions of Organizational Virtuousness (OV) and Authentic Leadership (AL) in explaining the relationship between Workplace Ostracism (WO) and employees' Turnover Intentions (TI). Data were collected from 686 full-time employees using a non-probabilistic convenience sampling in India's Information Technology (IT) companies. The reliability and validity of scales were assessed using confirmatory factor analysis. Multiple hierarchical regression modeling was used to test the proposed hypotheses using IBM SPSS 23.0 with Process Macro 3.5. The present study's findings suggest that workplace ostracism is significantly related to employees' turnover intentions. Furthermore, perceptions of organizational virtuousness and authentic leadership moderated the relationship between workplace ostracism and employee turnover intentions. Employee turnover is a gigantic problem for IT firms in India. The present study offers valuable insights to managers to create awareness of workplace ostracism. Implementing managerial strategies rooted in positive psychology can help organizations create a more inclusive, supportive, and psychologically healthy work environment. This, in turn, can reduce the occurrence of workplace ostracism and turnover intentions.
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Affiliation(s)
- Sharda Singh
- PGDM Human Resource Management Department, Xavier Institute of Social Service (XISS), Ranchi, Jharkhand 834001, India
| | - A K Subramani
- Saveetha School of Management, Saveetha Institute of Medical and Technical Sciences, Chennai, Tamil Nadu, India.
| | - Rajasekhar David
- HR & OB Department, Indian Institute of Management (IIM), Ranchi, Jharkhand, India
| | - N Akbar Jan
- Faculty of HRM & OB, IBS Hyderabad, The ICFAI Foundation for Higher Education, Hyderabad, Telangana 501203, India
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Elliethey NS, Aly Abou Hashish E, Ahmed Mohamed Elbassal N. Work ethics and its relationship with workplace ostracism and counterproductive work behaviours among nurses: a structural equation model. BMC Nurs 2024; 23:126. [PMID: 38368352 PMCID: PMC10874021 DOI: 10.1186/s12912-024-01785-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/04/2023] [Accepted: 02/01/2024] [Indexed: 02/19/2024] Open
Abstract
BACKGROUND The organization's work ethics is the cornerstone to promoting positive nurses' behaviours and overcoming counterproductive ones. PURPOSE The current study aims to explore the relationship between work ethics (WEs) and counterproductive work behaviours (CWB) among nurses and testify to the mediating role of workplace ostracism (WO) in this relationship. METHODS A descriptive correlational study was conducted in an Egyptian hospital. A convenient sample of staff nurses (N = 369) who agreed to participate in the study answered work ethics, counterproductive work behaviours, and workplace ostracism questionnaires, which were proven to be valid and reliable study measures. Descriptive and inferential statistics were applied, and relationships were presented using structural equation modelling. ETHICAL CONSIDERATIONS Ethics Committee approval, written informed consent, data privacy and confidentiality, and participants' rights to voluntary participation and withdrawal were maintained. RESULTS The majority of nurses (78.5%) perceived a high level of work ethics while majority of nurses reporting low levels of counterproductive work behaviours and workplace ostracism (82.25%, 75.75%), respectively. In addition to the negative correlations, the findings revealed that WEs have a significant negative influence on each of CWB (β - 0.482, p < 0.005) and WO (β - 0.044, p < 0.005). The regression analysis showed that WEs can negatively predict about 15% of the variance in each of CWB and WO. On the other hand, WO has a positive effect on CWB (β 0.035, p < 0.021) and mediates the relationship between WEs and CWB. DISCUSSION Ostracism negatively affects the attitudes of nurses, which in turn results in negative behavioural outcomes (i.e., deviant behaviour). CONCLUSION It is imperative for the hospital and nurse managers to establish a work environment that fosters support and cultivate work ethics and ethical work climate with the aim of managing negative work behaviours, enhancing nurses' retention and satisfaction, and eventually improving the quality of patient care.
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Ahmad A, Saleem S, Shabbir R, Qamar B. Paradox mindset as an equalizer: A moderated mediated perspective on workplace ostracism. PLoS One 2024; 19:e0294163. [PMID: 38324580 PMCID: PMC10849217 DOI: 10.1371/journal.pone.0294163] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/24/2022] [Accepted: 10/26/2023] [Indexed: 02/09/2024] Open
Abstract
Incorporating the conservation of resources theory as a comprehensive framework, this study investigates a cohesive conceptual model analyzing the impact of workplace ostracism on employees' innovative work behavior (IWB). The investigation further delves into the mediating influence of perceived control and the moderating roles of paradox mindset and support for innovation. Data collection employed a survey approach involving three-time lags through questionnaires administered to 513 employees within Pakistan's public sector organizations. The hypothesized relationships were evaluated using conditional process modeling. Our research sheds light on how perceived control mitigates the negative impact of ostracism. The paradox mindset is identified as a key moderator influencing cognitive resources and navigating ostracism. Support for innovation enhances the link between perceived control and innovative work behavior. In addition, limitations, future research directions, and implications of our findings for fostering creative workplaces are also discussed.
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Affiliation(s)
- Alina Ahmad
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Sharjeel Saleem
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Rizwan Shabbir
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Beenish Qamar
- Faisalabad Business School, National Textile University, Faisalabad, Pakistan
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Ali Awad NH. Post COVID-19 workplace ostracism and counterproductive behaviors: Moral leadership. Nurs Ethics 2023; 30:990-1002. [PMID: 37161665 PMCID: PMC10183345 DOI: 10.1177/09697330231169935] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/11/2023]
Abstract
BACKGROUND The wide proliferation of Covid-19 has impacted billions of people all over the world. This catastrophic pandemic outbreak and ostracism at work have posed challenges for all healthcare professionals, especially for nurses, and have led to a significant increase in the workload, several physical and mental problems, and a change in behavior that is more negative and counterproductive. Therefore, leadership behaviors that are moral in nature serve as a trigger and lessen the adverse workplace effects on nurses' conduct. AIM this research is directed to explore the impact of post-COVID-19 workplace ostracism on nurses' counterproductive behavior and examine the role of moral leadership as a mediating factor in post-COVID-19 workplace ostracism and nurses' counterproductive behavior. ETHICAL CONSIDERATION Ethical review and approval Was received from Ethical Committee at the Faculty of Nursing, Alexandria University, Egypt. METHODS A cross-sectional and correlation study was implemented in all units of medical, surgical, critical and intensive care units by using three tools; moral leadership questionnaire, Workplace Ostracism Instrument (WOS), and Counterproductive Work Behaviors Questionnaire (CWBs). A convenient sample of 340 from 699 bedside nurses was granted. RESULTS This study revealed that nurses' perceived moderate mean percent (55.49 ± 3.46) of overall workplace ostracism and counterproductive behavior (74.69 ± 6.15). However, they perceived a low mean percentage of moral leadership. There was a significant positive correlation between workplace ostracism and counterproductive behavior. Otherwise, a significant negative correlation was found between moral leadership, workplace ostracism and counterproductive behavior. Also, this study proved the mediating effect of moral leadership in decreasing workplace ostracism by 79.3% and counterproductive behavior by 36.7%. CONCLUSION Hospital administrators need to be aware of the significance of moral leadership and apply integrity in the clinical setting to reduce the drawback of isolation on nurses' conduct and increase value for the organization as a whole and nurses in particular.
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Affiliation(s)
- Nadia Hassan Ali Awad
- Nursing Program, Batterjee Medical Collage for
Sciences and Technology, Saudi Arabia; Faculty of Nursing, Alexandria
University, Egypt
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Kim H, Jang E. Workplace Ostracism Effects on Employees' Negative Health Outcomes: Focusing on the Mediating Role of Envy. Behav Sci (Basel) 2023; 13:669. [PMID: 37622809 PMCID: PMC10451850 DOI: 10.3390/bs13080669] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/11/2023] [Revised: 08/05/2023] [Accepted: 08/06/2023] [Indexed: 08/26/2023] Open
Abstract
Employee health is crucial to organizational success. However, workplace ostracism (WO) has significant negative effects on employee health. Numerous researchers have extensively examined how WO influences employees' negative health (job stress, burnout); however, the focus on mediating effects in the relationship between WO and health has been lacking. This study examined the cognitive evaluation response to WO by employees who perceive they have been ostracized because another employee envies them. The psychological defense mechanism is expected to be activated-thus triggering job stress and burnout. We investigated envy perceived by individuals as a mediator of WO, job stress, and burnout using data from a 2-wave longitudinal survey of 403 employees of a South Korean firm. We found that employees perceived WO. Specifically, based on the sensitivity to being the target of a threatening upward comparison theory, it was confirmed that envy was a mediator in the relationship between WO and negative health outcomes. Our results are the first to show that the perception of envy can mediate the maintenance of a positive self-image in the context of WO in South Korea. The results suggest that a greater awareness of and focus on envy, and WO is required.
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Affiliation(s)
| | - Eunmi Jang
- College of Business, Honam University, Gwangju 62399, Republic of Korea;
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6
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Tabuse M, Otsuka Y. Effects of Cultural Intelligence on Perceived Stress Among the Japanese Overseas Workers. JAPANESE PSYCHOLOGICAL RESEARCH 2023. [DOI: 10.1111/jpr.12449] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/04/2023]
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An Examination of the Relationships between Psychological Resilience, Organizational Ostracism, and Burnout in K-12 Teachers through Structural Equation Modelling. Behav Sci (Basel) 2023; 13:bs13020164. [PMID: 36829394 PMCID: PMC9952254 DOI: 10.3390/bs13020164] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/30/2022] [Revised: 01/22/2023] [Accepted: 02/10/2023] [Indexed: 02/16/2023] Open
Abstract
Psychological resilience, burnout, and ostracism are significant variables that may affect teachers' performance and well-being. While psychological resilience is the ability of individuals to cope with the challenges of life/work and could support teachers in performing their profession, burnout (i.e., high levels of emotional exhaustion and desensitization) and ostracism (i.e., being ignored by others in the workplace) could lead to serious negative outcomes for both teachers and the educational system. Despite their significance, studies addressing the relationships between these variables are rare. Therefore, this study aimed to investigate the relationships between teachers' psychological resilience, burnout, and organizational ostracism. The study used structural equation modeling (SEM) to test the hypothetical relationships between these variables. The participants were selected using a simple random sampling method among K-12 teachers working in Elazig, Turkey. The data were collected using Psychological Resilience Scale-Short Form, Organizational Ostracism Scale, and Burnout Syndrome Inventory-Short Form. Data obtained from 309 K-12 teachers were analyzed using path analysis. The findings showed that teachers' psychological resilience was quite low, whilst they experienced high levels of burnout and organizational ostracism. The results also showed a negative relationship between their psychological resilience and organizational ostracism and burnout while determining a positive relationship between ostracism and burnout. Psychological resilience was determined to have a moderating role in the relationship between organizational ostracism and burnout. Implications were suggested for both research and practice.
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Garg N, Mahipalan M, Sharma N. Does workplace toxicity influence turnover intentions among Indian healthcare employees? Investigating the moderating role of gratitude. J Health Organ Manag 2023; ahead-of-print. [PMID: 36733231 DOI: 10.1108/jhom-08-2022-0233] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
PURPOSE The study examined the relationship between workplace toxicity and turnover intentions among Indian healthcare employees. It also explored the role of gratitude as a moderator in the workplace toxicity-turnover intentions relationship. DESIGN/METHODOLOGY/APPROACH The study is based on a cross-sectional research design. The sample comprises 315 employees from the Indian healthcare sector. Approximately, 400 employees are approached both through email and office visits. Responses were received from 336 participants, and 21 incomplete questionnaires were discarded. The relationships between four variables of workplace toxicity and turnover intentions are examined using correlation and hierarchical regression. The moderation effect of gratitude is studied using the PROCESS macro in SPSS 21. FINDINGS The results revealed that workplace toxicity could explain 45.8% variations in employees' turnover intentions. It also reported significant negative regression coefficients between all four dimensions of workplace toxicity and turnover intentions. It suggested that toxic health organizations may promote turnover intentions among healthcare employees. Also, findings recommended a significant moderating effect of gratitude amid the relationships of four dimensions of workplace toxicity and turnover intentions. PRACTICAL IMPLICATIONS Hospital administrators must ensure that health professionals have the necessary support to remain effective in the field by providing a conducive working environment emerging from sound human resource practices that promote respect, collegial relationships, teamwork and collaboration. The present research demonstrates gratitude as one such factor that could act as a catalyst within the workplace. Practitioners could achieve a healthy work environment by developing complementary relief measures that build organizational capacities and improve its culture while sponsoring programs for individual employees that instill positivity through awareness of gratitude in everyday life. ORIGINALITY/VALUE This study offered a comprehensive understanding of workplace toxicity by investigating its four dimensions. Also, it is one of the pioneer studies that evaluate the role of gratitude in restricting workplace toxicity-induced turnover intentions.
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Affiliation(s)
- Naval Garg
- University School of Management and Entrepreneurship, Delhi Technological University, Delhi, India
| | | | - Nidhi Sharma
- Kirori Mal College, University of Delhi, Delhi, India
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Imran MK, Fatima T, Sarwar A, Iqbal SMJ. Will I speak up or remain silent? Workplace ostracism and employee performance based on self-control perspective. THE JOURNAL OF SOCIAL PSYCHOLOGY 2023; 163:107-125. [PMID: 34498546 DOI: 10.1080/00224545.2021.1967843] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/03/2023]
Abstract
Drawing on the self-control perspective, this study investigated the buffering effect of emotional suppression in reducing the harmful influence of workplace ostracism on employee performance. The research also studied the mediating role of employee silence and voice behaviors based on social exchange theory. We performed moderated mediation analysis on responses received from 159 employees working in the financial industry of the Southern Punjab region of Pakistan. The results showed that workplace ostracism harms employee performance via employee silence and voice behaviors. Furthermore, emotional suppression moderated the mediated relationship between workplace ostracism and employee performance. The results indicated that if ostracized employees adopt voice behavior, emotional suppression cannot aid them in performing better as compared to those who remain silent and regain their self-esteem. Our findings highlight the importance of emotional suppression capability in reducing the damaging outcomes of ostracism in organizational settings.
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Affiliation(s)
| | - Tehreem Fatima
- Lahore Business School, The University of Lahore, Sargodha Campus, Sargodha, Pakistan
| | - Ambreen Sarwar
- Department of Management Sciences, Virtual University of Pakistan, Lahore, Pakistan
| | - Syed Muhammad Javed Iqbal
- Institute of Business, Management and Administrative Sciences, The Islamia University of Bahawalpur, Bahawalpur, Pakistan
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10
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Pancani L, Waldeck D, Tyndall I, Riva P. An ecological momentary assessment study to investigate individuals' reactions to perceived social exclusion. PERSONALITY AND INDIVIDUAL DIFFERENCES 2023. [DOI: 10.1016/j.paid.2022.111913] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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11
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Moderated-mediation between ethical leadership and organizational citizenship behavior: the role of psychological empowerment and high performance managerial practices. MANAGEMENT RESEARCH REVIEW 2022. [DOI: 10.1108/mrr-07-2021-0528] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to examine moderated-mediation between ethical leadership (EL) and organizational citizenship behavior (OCB). Specifically, a moderating effect of high performance managerial practices (HPMPs) on the indirect effect of EL on OCB through employees’ psychological empowerment (PE) was tested.
Design/methodology/approach
Data were collected from 267 bank employees including subordinates and their supervisors. Partial least squares structural equation modeling was used for data analysis.
Findings
The results indicate that PE mediates the relationship between EL and OCB, and HPMPs enhance OCB by increasing the effect of EL on employees’ PE.
Research limitations/implications
This study contributes to human resource management and leadership literature by explaining the moderated-mediation mechanisms between EL and OCB. The findings help to understand how HPMPs enhance employees’ OCB by strengthening the effect of EL on PE. Limitations are related to external validity and cross-sectional nature of data.
Practical implications
Organizations’ use of HPMPs makes ethical leaders more effective in enhancing employees’ PE and, subsequently, their OCB.
Originality/value
Previous research lacks evidence on the indirect effect of EL on employee OCB through PE. Moreover, to the best of the authors’ knowledge, no previous study has examined the moderating effect of HPMPs on the abovementioned indirect relationship. This study has addressed the abovementioned research gap.
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DING D, WANG W. PSYCHOLOGICAL FLEXIBILITY AND JOB PERFORMANCE AMONG IT STAFF: A CHAINED MEDIATION MODEL OF WORKPLACE OSTRACISM AND PERCEIVED STRESS. PSYCHOLOGIA 2022. [DOI: 10.2117/psysoc.2021-a154] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
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13
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Bhatti SH, Hussain M, Santoro G, Culasso F. The impact of organizational ostracism on knowledge hiding: analysing the sequential mediating role of efficacy needs and psychological distress. JOURNAL OF KNOWLEDGE MANAGEMENT 2022. [DOI: 10.1108/jkm-03-2021-0223] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/17/2022]
Abstract
Purpose
Drawing on the conservation of resources theory and need-threat model, this study aims to analyse the mediating role of efficacy needs (EN) and psychological distress (PD) on the relationship between workplace ostracism (WO) and knowledge hiding (KH) behaviour of employees.
Design/methodology/approach
Time-lagged data were collected from 225 employees working in the mobile telecommunication sector through online survey instruments prepared in light of past literature. SmartPLS3 was used to analyse the data.
Findings
The results obtained confirm the initial hypothesis that there exists a positive relationship between WO and KH. Furthermore, the results also established the sequential mediating roles of EN and PD between WO and KH behaviour of employees.
Originality/value
This study adds to the literature suggesting that WO represents a real threat to companies that aim to foster knowledge-sharing behaviours. Moreover, it reveals that EN and PD are two underlying mechanisms behind the baseline relationship.
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14
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Workplace mistreatment and emotional exhaustion: The interaction effects of self-compassion. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-020-00673-9] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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15
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Ma J, Liu C, Bao H, Gu X. How to ward off the threat of workplace ostracism? The merit of self-compassion. PERSONALITY AND INDIVIDUAL DIFFERENCES 2022. [DOI: 10.1016/j.paid.2021.111396] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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Mohsin M, Jamil K, Naseem S, Sarfraz M, Ivascu L. Elongating Nexus Between Workplace Factors and Knowledge Hiding Behavior: Mediating Role of Job Anxiety. Psychol Res Behav Manag 2022; 15:441-457. [PMID: 35250318 PMCID: PMC8888195 DOI: 10.2147/prbm.s348467] [Citation(s) in RCA: 21] [Impact Index Per Article: 10.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/09/2021] [Accepted: 02/10/2022] [Indexed: 12/30/2022] Open
Abstract
Purpose The study objective is to investigate the relationship between workplace ostracism, workplace incivility, and knowledge hiding behavior (evasive hiding, playing dumb, rationalized hiding) while considering the mediating role of job anxiety. Methods The study collected data through structured questionnaires from 275 participants (ie, employees) working in the small to medium-sized enterprise of five big cities of Pakistan. The study adopted a structured equation modeling technique for data analysis. Results Significantly, the study results suggest a positive effect of workplace ostracism and workplace incivility on employees’ knowledge hiding behavior, and job anxiety significantly mediates the relationship between workplace ostracism, workplace incivility, and knowledge hiding behavior of employees. Conclusion The present study highlights the need to examine the personality disposition for understanding the relationship between the variables (eg, workplace ostracism, workplace incivility, knowledge hiding behavior). Employees’ inappropriate behavior had suppressed by initiating a campaign for a realistic job preview, setting an exceptional example. The study significantly contributes to the current literature on knowledge hiding behavior by presenting valuable insight into organizational and individual variables, subsequently influencing the knowledge hiding behavior of individuals. Indeed, this study is the first to investigate the predictive effect of the proposed variables.
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Affiliation(s)
- Muhammad Mohsin
- School of Business, Hunan University of Humanities, Science and Technology, Loudi, Hunan, 417000, People’s Republic of China
| | - Khalid Jamil
- School of Economics and Management North China Electric Power University, Beijing, 102206, People’s Republic of China
| | - Sobia Naseem
- School of Economics and Management, Shijiazhuang Tiedao University, Shijiazhuang, Hebei, 050043, People’s Republic of China
| | - Muddassar Sarfraz
- Department of Commerce & Business, Government College University Faisalabad, Layyah Campus, Layyah, 31200, Pakistan
- College of International Students, Wuxi University, 214105, Wuxi, Jiangsu, People’s Republic of China
- Correspondence: Muddassar Sarfraz, Email
| | - Larisa Ivascu
- Faculty of Management in Production and Transportation, Politehnica University of Timisoara, Timisoara, Romania
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Chenji K, Raghavendra S. Onboarding Effect on Employee Creativity: The Moderating Role of Psychological Empowerment. JOURNAL OF INFORMATION & KNOWLEDGE MANAGEMENT 2021. [DOI: 10.1142/s0219649221500465] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
The purpose of the study is to examine the influence of onboarding on employee creativity and test if psychological empowerment moderates the relationship between onboarding and perceived employee creativity of knowledge workers. Data required for the survey was collected from 550 knowledge workers of three firms in service sector in India. The model was analysed using ANOVA, Chi-square test and regression analysis and was used to establish the conditional indirect effects of the moderator. Descriptive analysis was used to calculate mean, standard deviation and correlation coefficient. The results of the study supported the impact of onboarding levels on employee creativity. This study proved higher level of creativity for employees who experienced four levels of onboarding. The results indicated onboarding to strongly influence employee creativity. Onboarding also proved to moderate the effect of psychological empowerment on employee creativity. The crucial theoretical implication is to study the effect of onboarding on new employee perception, production and productivity. The study aims to provide insights to improve new employee creativity on successful onboarding and role of psychological empowerment on it. Much scope of future research on onboarding exists as research in this direction is on surge in the recent days.
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Affiliation(s)
- Kalaa Chenji
- ICFAI Business School, IFHE Donthanapally, Shankarapalli Road, Hyderabad 501203 Telangana, India
| | - Sode Raghavendra
- ICFAI Business School, IFHE Donthanapally, Shankarapalli Road, Hyderabad 501203 Telangana, India
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Sanderson K. Re-positioning workplace aggression interventions: a violence framework. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2021. [DOI: 10.1108/ijoa-06-2021-2827] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to investigate the socio-psychological systems in organizations that structurally support workplace aggression.
Design/methodology/approach
Using both a structural and contextual model of intimate partner violence (IPV), the factors supporting workplace aggression were analyzed. The narratives were provided from the participants’ lived experiences of workplace aggression, producing clear indications of where formal and informal power reside.
Findings
The methods of power and control used by workplace perpetrators parallel those illustrated in IPV. The inaction of management and the lack of social support enabled informal power asymmetries and the organizational norm of silence. The findings have implications for how workplaces view and intervene in relationship-based violence.
Originality/value
Workplace aggression has been studied from a conflict management perspective, without exploring the components that enable and support organizational abuse. As a result, organizational responses to workplace aggression have failed to address the complex relationship-based components and consequences. The primary contribution of this study is the disruption of the conflict-based perspective of workplace aggression into a more appropriate framework of violence, power and control.
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Li M, Xu X, Kwan HK. Consequences of Workplace Ostracism: A Meta-Analytic Review. Front Psychol 2021; 12:641302. [PMID: 34408692 PMCID: PMC8365139 DOI: 10.3389/fpsyg.2021.641302] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/14/2020] [Accepted: 07/05/2021] [Indexed: 11/20/2022] Open
Abstract
Workplace ostracism, which is regarded as “social death,” is rampant in organizations and has attracted significant research attention. We extend the understanding of workplace ostracism by conducting a meta-analysis of studies of the relationships between workplace ostracism and its consequences. We also explore the moderating effects of national culture (i.e., collectivism vs. individualism) and the mediating effects of organization-based self-esteem (OBSE). The results of a meta-analysis of 95 independent samples (N = 26,767) reveal that exposure to workplace ostracism is significantly related to individuals’ attitudes, well-beings, and behaviors. Moreover, the effects of workplace ostracism on belongingness, job satisfaction, emotional exhaustion, organizational citizenship behavior (OCB) toward individuals (OCBI), organizational deviance, and interpersonal deviance are stronger in individualist contexts than in collectivist contexts. However, the relationships between workplace ostracism and organizational identification and OCB are stronger in collectivist contexts than in individualist contexts. Our meta-analytical structural equation modeling also provides evidence of the mediating effects of OBSE on the relationships between workplace ostracism and organizational commitment, job satisfaction, and job performance. The implications and limitations of our study and future research directions are also discussed.
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Affiliation(s)
- Miaomiao Li
- Department of Business Administration, School of Economics and Management, Tongji University, Shanghai, China
| | - Xiaofeng Xu
- Department of Business Administration, School of Economics and Management, Tongji University, Shanghai, China
| | - Ho Kwong Kwan
- Department of Organizational Behavior and Human Resource Management, China Europe International Business School (CEIBS), Shanghai, China
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Aliza K, Shaheen S, Malik MJ, Zulfiqar S, Batool SA, Ahmad-ur-Rehman M, Javed A. Linking ostracism with employee negligence behavior: a moderated mediation model. SERVICE INDUSTRIES JOURNAL 2021. [DOI: 10.1080/02642069.2021.1933456] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/18/2022]
Affiliation(s)
- Komal Aliza
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Sadia Shaheen
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Muhammad Jawad Malik
- School of Management, Department of Business Administration, University of Science and Technology of China, Hefei, People’s Republic of China
| | - Sehar Zulfiqar
- Department of Management Sciences, National University of Modern Languages, Islamabad, Pakistan
| | - Syeda Azra Batool
- School of Economics, Bahauddin Zakariya University Multan, Multan, Pakistan
| | | | - Ayesha Javed
- Faculty of Management and Administration Science, Government College Women University, Faisalabad, Pakistan
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21
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Sharma N, Dhar RL. From curse to cure of workplace ostracism: A systematic review and future research agenda. HUMAN RESOURCE MANAGEMENT REVIEW 2021. [DOI: 10.1016/j.hrmr.2021.100836] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/14/2022]
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22
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Samma M, Zhao Y, Rasool SF, Han X, Ali S. Exploring the Relationship between Innovative Work Behavior, Job Anxiety, Workplace Ostracism, and Workplace Incivility: Empirical Evidence from Small and Medium Sized Enterprises (SMEs). Healthcare (Basel) 2020; 8:healthcare8040508. [PMID: 33238510 PMCID: PMC7711530 DOI: 10.3390/healthcare8040508] [Citation(s) in RCA: 20] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/07/2020] [Revised: 11/09/2020] [Accepted: 11/18/2020] [Indexed: 12/16/2022] Open
Abstract
The aim of this study is to explore the relationship between workplace ostracism (WO), workplace incivility (WI), and innovative work behavior (IWB), using job anxiety as a mediating variable. Building on the conservation of resource (COR) theory, this study proposes a theoretical framework. In this framework, workplace ostracism and workplace incivility are theorized to strengthen innovative work behavior, directly and indirectly, through job anxiety. Data were collected from the workers of small and medium sized enterprise (SME) entrepreneurs located in Pakistan. To estimate the proposed relationships in the conceptual model, we used structural equation modeling (SEM) through AMOS-21. The outcomes of this study confirmed that workplace ostracism and workplace incivility had a negative impact on innovative work behavior. It was also confirmed that job anxiety mediates in the relationship between workplace ostracism, workplace incivility, job anxiety, and innovative work behavior. At the end of the study, we thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study.
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Affiliation(s)
- Madeeha Samma
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
| | - Yan Zhao
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
- Correspondence:
| | - Samma Faiz Rasool
- Postdoctoral Station of Statistical, School of Innovation and Entrepreneurship, Entrepreneurship Institute, Guangzhou University, Guangzhou 510006, China;
| | - Xiao Han
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
| | - Shahzad Ali
- School of Business and Economics, University of Management and Technology, Lahore 54000, Pakistan;
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Ebrahimi H, Namdar H, Soheili A, Gharaei LHH. Workplace Ostracism in Nurses and Its Determining Factors. Res Theory Nurs Pract 2020; 34:237-252. [PMID: 32817278 DOI: 10.1891/rtnp-d-19-00124] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
AIM AND OBJECTIVES This study attempted to identify workplace ostracism in nurses and its determining factors. BACKGROUND Ostracism, which is a form of mistreatment in the nursing workplace, is neglected in the nursing profession although it can affect the quality of healthcare services. DESIGN The present study was a descriptive correlational study. METHODS Nurses in healthcare centers (n = 340) that had at least 12 months of clinical care experience were selected through proportionate stratified random sampling for the period from 2018 to 2019. The study instruments were a modified questionnaire based on the workplace ostracism scale and a questionnaire that assessed personal-social factors. To analyze the data, descriptive and inferential statistics were used. RESULTS Participants' average ostracism score was 9.03 ± 36.63, and there were statistically significant relationships between ostracism and employment status, university of education, a record of getting an incentive, nurses' current physical disorders, and feelings of colleagues' envy and managers' discrimination. CONCLUSIONS Applying some approaches to educate nurses about interpersonal relationships and clearly communicating mutual expectations between the staff and nursing management could help solve this problem. IMPLICATIONS FOR PRACTICE The study results will serve to guide legislators and managers in developing interventions to create supportive and safe work environments, both for nurses and patients.
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Affiliation(s)
- Hossein Ebrahimi
- Faculty of Nursing and Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Hosein Namdar
- Department of Psychiatric Nursing, Faculty of Nursing and Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
| | - Amin Soheili
- Department of Nursing, Khoy University of Medical Sciences, Khoy, Iran
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24
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The Relationship between Workplace Ostracism, TMX, Task Interdependence, and Task Performance: A Moderated Mediation Model. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17124432. [PMID: 32575675 PMCID: PMC7344437 DOI: 10.3390/ijerph17124432] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/26/2020] [Revised: 06/18/2020] [Accepted: 06/19/2020] [Indexed: 11/25/2022]
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.
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25
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Sarwar A, Abdullah MI, Hafeez H, Chughtai MA. How Does Workplace Ostracism Lead to Service Sabotage Behavior in Nurses: A Conservation of Resources Perspective. Front Psychol 2020; 11:850. [PMID: 32528346 PMCID: PMC7264410 DOI: 10.3389/fpsyg.2020.00850] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/12/2019] [Accepted: 04/06/2020] [Indexed: 11/30/2022] Open
Abstract
This article aims to investigate how workplace ostracism acts as a motive behind customer service sabotage. We examine the role of stress as a meditating variable along with the moderation of perceived organizational support (POS) on the said association by using conservation of resources and equity theory. A total of 217 nurses from hospitals of the southern Punjab region in Pakistan participated in the study. Data were collected through survey and structured questionnaires. SPSS and AMOS were used to analyze data with the latest techniques of bootstrapping and process macros. The results showed that stress mediated between the association of workplace ostracism and service sabotage behavior. POS was confirmed as a moderator between this relationship. POS buffered the harmful effects of ostracism and stress on customer service, as POS demonstrates to personnel that they are cherished and respected by the organization. This lessens the strength of perceived stress due to workplace ostracism. Organizational leadership should take advantage of the stress-alleviating effect of POS, which is important in producing adequate levels of work performance.
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Affiliation(s)
- Ambreen Sarwar
- Department of Management Sciences, COMSATS University Islamabad, Lahore Campus, Lahore, Pakistan
| | | | - Hira Hafeez
- Department of Management Sciences, The University of Lahore, Gujrat Campus, Gujrat, Pakistan
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26
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Rasool SF, Wang M, Zhang Y, Samma M. Sustainable Work Performance: The Roles of Workplace Violence and Occupational Stress. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17030912. [PMID: 32024195 PMCID: PMC7037902 DOI: 10.3390/ijerph17030912] [Citation(s) in RCA: 59] [Impact Index Per Article: 14.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/12/2019] [Revised: 01/29/2020] [Accepted: 01/30/2020] [Indexed: 11/16/2022]
Abstract
The purpose of this study is to analyze the relationships between workplace violence, occupational stress, and sustainable work performance. Multiple dimensions of workplace violence (harassment, mobbing, ostracism, and stalking) were used in this study. A questionnaire survey was used, composed of 48 items with a 5-point Likert scale (1, strongly disagree, to 5, strongly agree). Data were collected from 15 hospitals in the vicinity of Karachi, Lahore, and Islamabad, Pakistan. The target population of this study consisted of doctors, nurses, and paramedical staff. We distributed 500 questionnaires among the target population. In total, 345 usable questionnaires were returned, resulting in a response rate of 69%. Partial least squares structural equation modeling was used to test the direct and indirect effects. The results of this study highlight that in both direct and indirect relationships, workplace violence negatively influences sustainable work performance. The findings of this study are as follows: First, harassment reduces employee morale, which consistently lessens employees' work performance. Second, mobbing at the workplace reduces productivity, increases levels of stress, anxiety, depression, and irritability, and increases low work engagement, work absences, and work destruction. Third, ostracism at the workplace reduces motivation among workers and organizations, which reduces work efficiency. Work performance is undermined due to stalking at the workplace because it creates a bad image and brings toxicity among colleagues and peers. Fourth, occupational stress is considered a stigma among employees who are facing stress at the workplace. We can conclude that if employees are happy and healthy, they can be their most productive. So, organizations need to construct a culture where employees can be at their best and shine.
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Affiliation(s)
- Samma Faiz Rasool
- Postdoctoral Station of Statistical, Guangzhou University, Guangzhou 510006, China;
- School of Innovation and Entrepreneurship, Entrepreneurship Institute, Guangzhou University, Guangzhou 510006, China
| | - Mansi Wang
- School of Innovation and Entrepreneurship, Entrepreneurship Institute, Guangzhou University, Guangzhou 510006, China
- School of Management, Guangzhou University, Guangzhou 510006, China
- Correspondence: (M.W.); (Y.Z.)
| | - Yanping Zhang
- School of Innovation and Entrepreneurship, Entrepreneurship Institute, Guangzhou University, Guangzhou 510006, China
- School of Management, Guangzhou University, Guangzhou 510006, China
- Correspondence: (M.W.); (Y.Z.)
| | - Madeeha Samma
- School of Management, Shanghai University, Shanghai 200444, China;
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27
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Workplace Ostracism and Knowledge Hiding: The Mediating Role of Job Tension. SUSTAINABILITY 2019. [DOI: 10.3390/su11205547] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
This study examined the impact of workplace ostracism on employees’ knowledge hiding behavior. Based on the conservation of resource theory, this study seeks to identify the effects of job tension as a mediator and the moderating effect of employee loyalty. Using a time-lagged research design, we collected the data from 392 employees of the textile industry. Results indicate that workplace ostracism positively influences the knowledge hiding behavior such as evasive hiding and playing dumb, whereas it is not significantly related with rationalized hiding. More specifically, workplace ostracism increases the feeling of job tension, while job tension mediates the relationship between workplace ostracism and knowledge hiding. In addition, we found that workplace ostracism demolished the benefits of employee loyalty, as high workplace ostracism more strongly influences the feeling of job tension. We also discussed the theoretical and practical implications.
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28
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Sarfraz M, Qun W, Sarwar A, Abdullah MI, Imran MK, Shafique I. Mitigating effect of perceived organizational support on stress in the presence of workplace ostracism in the Pakistani nursing sector. Psychol Res Behav Manag 2019; 12:839-849. [PMID: 31572031 PMCID: PMC6750711 DOI: 10.2147/prbm.s210794] [Citation(s) in RCA: 27] [Impact Index Per Article: 5.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/01/2019] [Accepted: 07/10/2019] [Indexed: 11/23/2022] Open
Abstract
BACKGROUND Nursing has a reputation for being a predominantly stressful profession. Prior studies focus on the overt antecedents of stress like bullying, harassment, and verbal aggression from patients as well as colleagues. Employee stress has been receiving attention for decades, yet there is a research gap on the role of workplace ostracism as an antecedent of stress for nurses. This study aimed to consider the effect of workplace ostracism on the perceived stress of nurses while considering the moderating role of perceived organizational support. METHODS This study is quantitative. A time-lagged survey was conducted in private and public hospitals of Pakistan. Data were collected from 241 nurses. Statistical Package for the Social Sciences (SPSS) software and analysis of a moment structures (AMOS) software were employed for data analysis, such as bootstrapping analysis, Sobel test, and regression analysis. RESULTS Results demonstrated that workplace ostracism is positively associated with stress, while perceived organizational support has a moderating relationship. Perceived organizational support mitigates the adverse effects of workplace ostracism on nurses. CONCLUSION This study contributes significantly to nursing literature by identifying workplace ostracism as one of the significant antecedents of stress for nurses. Perceived organizational support shows that employees are cared for and appreciated by the organization, which lessens the strength of perceived stress due to workplace ostracism.
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Affiliation(s)
- Muddassar Sarfraz
- Department of Management and HR, Business School, Hohai University, Nanjing211100, Jiangsu, People’s Republic of China
| | - Wang Qun
- Department of Management and HR, Business School, Hohai University, Nanjing211100, Jiangsu, People’s Republic of China
- Provincial Collaborative Center of World Water Valley and Water Ecological Civilization, Nanjing211100, Jiangsu, People’s Republic of China
| | - Ambreen Sarwar
- Department of Management Science, Comsats University Islamabad, Lahore54000, Pakistan
| | | | - Muhammad Kashif Imran
- Department of Management Science, The Islamia University of Bahawalpur, Bahawalpur, Pakistan
| | - Imran Shafique
- Department of Management Science, Comsats University Islamabad, Lahore54000, Pakistan
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Chenji K, Sode R. Workplace ostracism and employee creativity: role of defensive silence and psychological empowerment. INDUSTRIAL AND COMMERCIAL TRAINING 2019. [DOI: 10.1108/ict-05-2019-0049] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to study the impact of workplace ostracism and defensive silence on employee behavior within an organization. The paper attempts to study the impact of workplace ostracism on employee creativity. The paper also aims to train the employees to withstand the negative effects of workplace ostracism.
Design/methodology/approach
This is an empirical study. Primary data were collected from 454 employees working in the service sector in India. The data were collected from an IT sector unit, an insurance company and a bank. Utmost care was taken in order to select organizations where there was frequent interaction between the supervisors and co-workers in order to measure the relevant variables. Mean, standard deviation and correlation were used for descriptive studies, and structural equation modeling was used to measure several dimensions of the hypothesized model. A bootstrap method is used to measure the impact of workplace ostracism on employee creativity.
Findings
The study found that defensive silence mediates between workplace ostracism and employee creativity and psychological empowerment moderates between workplace ostracism and employee creativity. Workplace ostracism negatively effects employee creativity and positively influences defensive silence. The study reveals the moderating effect of psychological empowerment on workplace ostracism and employee creativity such that low levels of psychological empowerment negatively influences employee creativity and high level of psychological empowerment has a positive effect on employee creativity.
Practical implications
Workplace ostracism is proved to be a stressor. The study contributes to the literature on stressor–strain relationship workplace ostracism and employee creativity. Psychological empowerment has indirect influence on workplace ostracism and employee creativity. Organizations may train employees to combat the negative effects of workplace ostracism through concepts like psychological empowerment.
Originality/value
The study is one of its kind as it aimed to measure the impact of workplace ostracism on employee creativity. Though there are several studies on workplace ostracism, its influence on employee creativity perhaps is covered by the present study.
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Positioning Depression as a Critical Factor in Creating a Toxic Workplace Environment for Diminishing Worker Productivity. SUSTAINABILITY 2019. [DOI: 10.3390/su11092589] [Citation(s) in RCA: 35] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This study determined how a toxic workplace environment can influence worker productivity, directly and indirectly, using work depression as a mediating variable. A toxic workplace environment with multiple dimensions (harassment, bullying, ostracism, and incivility) was used in this study. We used a questionnaire survey approach to evaluate the data. A total of 53 items were used in the questionnaire with a five-point Likert scale. The data were collected from 23 branches of five Chinese banks in the vicinity of Shanghai. The authors distributed 250 questionnaires among targeted employees (senior managers, middle managers, and administrative staff) and received 186 filled questionnaires, among which six were incomplete. Thus, the completed sample size of the research was 180, and the overall response rate was 72%. To estimate the proposed relationships in the research model, we used partial least-squares structural equation modeling (PLS-SEM 3.2). The outcomes of this study indicate that for direct and indirect relationships, a toxic workplace environment negatively influences worker productivity. Moreover, the outcomes of this study also show that work depression negatively impacts worker productivity. The study concludes with a discussion, limitations, and future research directions.
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31
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Workplace ostracism and discretionary work effort: A conditional process analysis. JOURNAL OF MANAGEMENT & ORGANIZATION 2019. [DOI: 10.1017/jmo.2019.14] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
AbstractDrawing on affective events theory (AET) and workplace incivility spiral, this study tested a conditional process model to explain, when and how, affective workplace events (workplace ostracism and workplace incivility) affect employees’ emotions and work effort. Data for this cross-sectional study were collected via an online survey from 251 employees at three public sector universities in Quetta, Pakistan. Results indicated that both ostracism and incivility encumber work effort, and that one way via which ostracism negatively affects work effort is by provoking targets’ negative affect (NA). Results also revealed that workplace incivility exacerbated positive relationship of ostracism and NA such that this relationship was stronger when incivility was high and weaker when incivility was low. Moreover, the indirect effects of ostracism on work effort were also contingent on workplace incivility. Practical implications are discussed at the end.
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32
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Chen Y, Li S. The Relationship Between Workplace Ostracism and Sleep Quality: A Mediated Moderation Model. Front Psychol 2019; 10:319. [PMID: 30886594 PMCID: PMC6409495 DOI: 10.3389/fpsyg.2019.00319] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/02/2018] [Accepted: 02/01/2019] [Indexed: 11/28/2022] Open
Abstract
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.
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Affiliation(s)
| | - Shuang Li
- School of Management, China University of Mining and Technology, Xuzhou, China
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33
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Anjum A, Ming X, Siddiqi AF, Rasool SF. An Empirical Study Analyzing Job Productivity in Toxic Workplace Environments. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2018; 15:ijerph15051035. [PMID: 29883424 PMCID: PMC5982074 DOI: 10.3390/ijerph15051035] [Citation(s) in RCA: 34] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/24/2018] [Revised: 05/07/2018] [Accepted: 05/20/2018] [Indexed: 12/25/2022]
Abstract
Purpose: This empirical study aims to determine the effects of a toxic workplace environment, which can negatively impact the job productivity of an employee. Methodology: Three hundred questionnaires were randomly distributed among the staff members of seven private universities in Pakistan with a final response rate of 89%. For analysis purposes, AMOS 22 was used to study the direct and indirect effects of the toxic workplace environment on job productivity. Confirmatory Factor Analysis (CFA) was conducted to ensure the convergent and discriminant validity of the factors, while the Hayes mediation approach was used to verify the mediating role of job burnout between the four dimensions of toxic workplace environment and job productivity. A toxic workplace with multiple dimensions, such as workplace ostracism, workplace incivility, workplace harassment, and workplace bullying, was used in this study. Findings: By using the multiple statistical tools and techniques, it has been proven that ostracism, incivility, harassment, and bullying have direct negative significant effects on job productivity, while job burnout was shown to be a statistical significant mediator between the dimensions of a toxic workplace environment and job productivity. Finally, we concluded that organizations need to eradicate the factors of toxic workplace environments to ensure their prosperity and success. Practical Implications: This study encourages managers, leaders, and top management to adopt appropriate policies for enhancing employees’ productivity. Limitations: This study was conducted by using a cross-sectional research design. Future research aims to expand the study by using a longitudinal research design.
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Affiliation(s)
- Amna Anjum
- Glorious Sun School of Business and Management, Donghua University Shanghai, Shanghai 200051, China.
| | - Xu Ming
- Glorious Sun School of Business and Management, Donghua University Shanghai, Shanghai 200051, China.
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