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Gogia EH, Shao Z, Khan K, Rehman MZ, Haddad H, Al-Ramahi NM. "Exploring the relationship of organizational virtuousness, citizenship behavior, job performance, and combatting ostracism" through structural equational modeling. BMC Psychol 2024; 12:384. [PMID: 38982552 PMCID: PMC11232238 DOI: 10.1186/s40359-024-01873-9] [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: 03/31/2024] [Accepted: 06/26/2024] [Indexed: 07/11/2024] Open
Abstract
BACKGROUND This theoretical model has been drawn on principles of social exchange theory to scrutinize the connection between organizational virtuousness and job performance with the mediating role of Organizational citizenship behavior and moderating role of workplace ostracism. A survey was conducted in Pakistan, gathering data from 486 employees working for various private and commercial banks. METHOD Soft and hard questionnaires were distributed to the participants, with social media platforms used for the soft questionnaires and meetings with employees for the hard questionnaires. A 7-point Likert scale was employed in data collection, and measures for the variables were adapted from reliable and valid sources. A demographic analysis was performed to summarize the sample collected from participants. The demographics results were analyzed using SPSS, while the measurement model and path analysis were conducted using Structural Equational Modeling with Smart PLS-4. RESULTS The study's findings showed a significant and positive relationship between organizational virtuousness and job performance, with organizational citizenship behavior serving as a mediator. Additionally, a negative moderation of workplace ostracism was observed in the mediation of organizational citizenship behavior toward the relationship between organizational virtuousness and job performance. CONCLUSION The study's results contribute to the implementation of social exchange theory and related concepts in the banking sector of Pakistan, providing practical guidance for implementing virtuous practices within organizations and discouraging ostracism in banks to enhance overall performance. The study suggests that policies regarding the implementation of virtuous practices in organizations can be established, and workplace ostracism can be avoided by providing a platform for social gatherings and training employees. Managers should adopt appropriate leadership styles and relevant communication patterns to impact the organizational climate which can also help reduce the influence of ostracism in the organization. Additionally, a complaint cell should be established with complete confidentiality to reduce ostracism.
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Affiliation(s)
- Eimad Hafeez Gogia
- School of Economics and Management, Harbin Institute of Technology, Harbin, Heilongjiang, China.
| | - Zhen Shao
- School of Economics and Management, Harbin Institute of Technology, Harbin, Heilongjiang, China
| | - Karamat Khan
- School of Digital Commerce, Zhejiang Yuexiu University, Shaoxing, Zhejiang, China
| | - Mohd Ziaur Rehman
- Department of Finance, College of Business Administration, King Saud University, P.O. Box 71115, Riyadh, 11587, Saudi Arabia
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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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Al-Dhuhouri FS, Mohd Shamsudin F. The mediating influence of perceived workplace ostracism on the relationship between interpersonal distrust and knowledge hiding and the moderating role of person-organization unfit. Heliyon 2023; 9:e20008. [PMID: 37810023 PMCID: PMC10559746 DOI: 10.1016/j.heliyon.2023.e20008] [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: 02/27/2023] [Revised: 09/06/2023] [Accepted: 09/08/2023] [Indexed: 10/10/2023] Open
Abstract
Experiencing ostracism at work is traumatic, adversely impacting employees' mental health, attitudes, and behaviors. Although the effects of workplace ostracism have captured academic interest, holistic models identifying its antecedents' determinants and ramifications are scarce. This research conducts a holistic investigation of perceived workplace ostracism by evaluating how interpersonal distrust influences it and the knock-on effect on knowledge hiding. Moreover, it investigates the moderating role of person-organization unfit in the proposed perceived workplace ostracism-knowledge hiding relationship. Data gathered from 242 employees in the United Arab Emirates was analyzed via partial least squares structural equation modeling (PLS-SEM). The findings reveal that interpersonal distrust positively affects perceived workplace ostracism, which in turn drives knowledge hiding. Additionally, person-organization unfit moderates perceived workplace ostracism's influence on knowledge hiding, with high unfit exacerbating the effect. We discuss our findings' practical and theoretical implications and suggest future avenues for research.
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Wang LM, Lu L, Wu WL, Luo ZW. Workplace ostracism and employee wellbeing: A conservation of resource perspective. Front Public Health 2023; 10:1075682. [PMID: 36711403 PMCID: PMC9877464 DOI: 10.3389/fpubh.2022.1075682] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/20/2022] [Accepted: 12/16/2022] [Indexed: 01/13/2023] Open
Abstract
Introduction As a common phenomenon of workplace ostracism in corporate management, it is urgent to clarify how it affects employee well-being. Methods Based on Conservation of Resource Theory, this study investigates the mechanisms of workplace ostracism on employee well-being and examines the mediating role of emotional exhaustion and the moderating role of team forgiveness climate by surveying 282 employees from 68 companies in mainland China. Results The results show that (1) workplace ostracism negatively affects employee well-being; (2) emotional exhaustion plays a mediating role between workplace ostracism and employee well-being; (3) team forgiveness climate weakens the negative effect of workplace ostracism on emotional exhaustion and negatively moderates the indirect effect of workplace ostracism on employee well-being through emotional exhaustion. Discussion It tries to provide theoretical basis and practical guidance for eliminating the negative effects of workplace ostracism and focusing on employee well-being.
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Affiliation(s)
| | - Lei Lu
- School of Business, Macau University of Science and Technology, Taipa, Macao SAR, China
| | - Wei-lin Wu
- School of Business, Macau University of Science and Technology, Taipa, Macao SAR, China
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Wang GH, Li JH, Liu H, Zaggia C. The association between workplace ostracism and knowledge-sharing behaviors among Chinese university teachers: The chain mediating model of job burnout and job satisfaction. Front Psychol 2023; 14:1030043. [PMID: 36818073 PMCID: PMC9929150 DOI: 10.3389/fpsyg.2023.1030043] [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: 08/28/2022] [Accepted: 01/04/2023] [Indexed: 02/04/2023] Open
Abstract
Workplace ostracism is an essential predictor of knowledge-sharing behaviors, but few studies have explored the influence of this mechanism in higher education. According to the conservation of resources theory, this study elucidated the roles of job burnout and job satisfaction as sequential mediators of the link between workplace ostracism and knowledge-sharing behaviors in a sample of 388 university teachers. The results of the study were analyzed via structural equation modeling (SEM). Higher knowledge-sharing behaviors were associated with lower workplace ostracism, lower job burnout, and more job satisfaction. Furthermore, increased workplace ostracism was associated with more job burnout, but job satisfaction was not related to workplace ostracism. The relationship between workplace ostracism and knowledge-sharing behaviors was mediated by job burnout and was sequentially mediated by job burnout and job satisfaction. These findings help to clarify the mechanisms underlying the association between workplace ostracism and knowledge-sharing behaviors in university teachers. The theoretical and practical implications of the findings are discussed.
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Affiliation(s)
- Guang-Hui Wang
- School of Education (Teachers College), Guangzhou University, Guangzhou, China
| | - Jia-Hui Li
- Department of FISPPA, University of Padova, Padova, Italy
| | - Hui Liu
- School of Education (Teachers College), Guangzhou University, Guangzhou, China
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Du S, Xie W, Wang J. How leaders' bias tendency affects employees' knowledge hiding behavior: The mediating role of workplace marginalization perception. Front Psychol 2022; 13:965972. [PMID: 35992433 PMCID: PMC9389283 DOI: 10.3389/fpsyg.2022.965972] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/10/2022] [Accepted: 07/12/2022] [Indexed: 11/19/2022] Open
Abstract
Employees' knowledge hiding behavior has an essential inhibitory impact on organizational innovation and employee knowledge sharing. Accordingly, studying the antecedents and influencing mechanisms of employees' knowledge hiding behavior is quite necessary. In the perspective of leader–member exchange theory and resource conservation theory, the leaders' bias tendency will lead to the workplace marginalization perception of some employees and promote the generation of employees' knowledge hiding behavior. Thus, this research is intended to discuss the influence of leaders' bias tendency toward employees' knowledge hiding behavior, and to analyze the mediating effects of employees' perception of workplace marginalization and the moderating role of emotional commitment to the organization. The sample of this study covered 500 Chinese full-time corporate employees. The conclusions of the research indicate that the following: (1) Leaders' bias tendency is vitally and absolutely correlated with employees' knowledge hiding behavior; (2) Workplace marginalization perception plays an intermediary role between leaders' bias tendency and employees' knowledge hiding behavior; (3) Emotional commitment to the organization plays a negative moderating role between leaders' bias tendency and employees' knowledge hiding behavior; (4) Emotional commitment to the organization plays a negative moderating role between workplace marginalization perception and employees' knowledge hiding behavior. These findings will help organizations and managers to recognize the harm of bias tendency, regulate their own behaviors, and effectively reduce the generation of employees' knowledge hiding behaviors, thereby promoting knowledge sharing and innovative behaviors in organizations.
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Affiliation(s)
- Sijin Du
- School of Finance and Economics, Qinghai University, Xining, China
| | - Wenli Xie
- School of Marxism, Heilongjiang University, Harbin, China
| | - Jianjun Wang
- School of Finance and Economics, Qinghai University, Xining, China
- *Correspondence: Jianjun Wang
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Wang Y. The impact mechanism of constructive deviance on workplace ostracism: the roles of political skill and workplace friendship. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03419-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
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Li J, Ge Y, Yu T, Qu W. Social exclusion and dangerous driving behavior: The mediating role of driving anger and moderating role of cognitive reappraisal. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03259-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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Being Out of the Loop: Workplace Deviance as a Mediator of the Impact of Impression Management on Workplace Exclusion. SUSTAINABILITY 2022. [DOI: 10.3390/su14021004] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
This study investigates the extending negative effects of impression management (IM) on organizational outcomes in the nursing context. Specifically, this study aims to understand the impact of IM on workplace exclusion through workplace deviance. The data came from 277 head nurses (nurses in leadership positions) in elderly care homes in Belgium. Structured paper-and-pencil questionnaires were administered on site in the respondents’ workplaces. In the findings of the current research, IM is positively related to workplace exclusion and the relationship is mediated by workplace deviance. Although, initially, IM is performed by the actors as a natural behavior to maintain their image, at some point, the actors can become fatigued with maintaining their image. Under ego depletion theory, the exhausted IM actors will be highly experienced in deviance or bad performance. Furthermore, consistent with social information processing theory and a correlation study between employees’ poor performance and workplace exclusion, the IM actors who fail to deliver good performance or behavior following their like-based rewards may be subject to social exclusion in their workplace.
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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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Chen Z, Sun M. Qualitative Study on the Toxic Triangle Integration of Leadership Ostracism. Front Psychol 2021; 12:655216. [PMID: 34393895 PMCID: PMC8357989 DOI: 10.3389/fpsyg.2021.655216] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/18/2021] [Accepted: 06/28/2021] [Indexed: 11/13/2022] Open
Abstract
Leadership ostracism widely exists in all types of organizations, yet specific study regarding this trend is limited. With this study, we explore the influencing mechanisms of leadership ostracism through case interview based on literature analysis and grounded theory. Results show that leadership ostracism is the integration of a triadic interaction process between subordinate performance, leadership characteristics, and organizational environment. Based on Padilla's destructive leadership toxic triangle model, we constructed a toxic triangle model of leadership ostracism. Through comparison, we found that these two triad models overlap in the areas of narcissism and power consciousness of supervisors, the self-concept of subordinates, and the management system of situational factors, indicating that leadership ostracism is itself a type of destructive leadership. In addition, the uniqueness, and differences in leadership ostracism are reflected in the model, including stereotypes, and results orientation of supervisors, political skills, job performance, and cognitive style of subordinates, the power distance, Chaxu climate, and organizational politics of the situational elements. Theoretical and practical implications are discussed in the research field that provides prospects for future orientation.
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Affiliation(s)
- Zhixia Chen
- Department of Public Administration, College of Public Administration, Huazhong University of Science and Technology, Wuhan, China
| | - Mei Sun
- Department of Public Administration, College of Public Administration, Huazhong University of Science and Technology, Wuhan, China
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Tu M, Cheng Z, Liu W. Spotlight on the Effect of Workplace Ostracism on Creativity: A Social Cognitive Perspective. Front Psychol 2019; 10:1215. [PMID: 31191406 PMCID: PMC6548827 DOI: 10.3389/fpsyg.2019.01215] [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: 10/25/2018] [Accepted: 05/08/2019] [Indexed: 11/13/2022] Open
Abstract
Drawing on social cognitive theory, we propose a moderated-mediation model to examine when and why workplace ostracism impairs employee creativity in China. We collected 195 valid questionnaires with a two-wave employee-supervisor dyadic research design from one large Chinese company. Results indicate workplace ostracism affects employee creativity negatively. Moreover, the negative effect of workplace ostracism on employee creativity is not only mediated by employee creative self-efficacy (CSE), but the mediation effects of employee CSE are also found to be stronger when employee collectivism orientation is high. Finally, the theoretical and practical implications of these findings are discussed.
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Affiliation(s)
- Ming Tu
- College of Economics and Management, Huazhong Agricultural University, Wuhan, China
| | - Zhihui Cheng
- School of Business Administration, Hubei University of Economics, Wuhan, China
| | - Wenxing Liu
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, China
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Hostile retaliation or identity motivation? The mechanisms of how newcomers’ role organizational socialization affects their workplace ostracism. ACTA PSYCHOLOGICA SINICA 2019. [DOI: 10.3724/sp.j.1041.2019.00128] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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Asian relevance, global impact: Asian management research entering a new era. ASIA PACIFIC JOURNAL OF MANAGEMENT 2018. [DOI: 10.1007/s10490-018-9606-8] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
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