The mediating role of psychological distress between ostracism, work engagement, and turnover intentions: An analysis in the Cypriot hospitality context (original) (raw)
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The Impact of Workplace Ostracism on Stress and Employee Engagement
Journal of Business Research - Turk, 2019
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.
OSTRACISM AND TURNOVER INTENTION: OPENNESS TO EXPERIENCE AND NEUROTICISM AS MEDIATORS
IAEME PUBLICATION, 2024
The concept of "workplace ostracism" has recently received much attention from management professionals and researchers. This study analyzes the connection between ostracism in the workplace and intention to leave that workplace, as well as the role that personality factors play in mediating that connection, notably openness to experience and neuroticism. The study is conducted with a questionnaire and the respondents to the questionnaire are employees in various job roles within the different organizations. Results indicate that workplace ostracism has been recognized as an important variable in human resource management which may have several organizational antecedents and consequences such as turnover intention, openness to experience, and neuroticism.
Proceedings of the 42nd International Academic Conference, Rome
Workplace ostracism has been identified as a separate entity from workplace harassment. Practised through banishing the target from a social group and social interaction, workplace ostracism is probable to have negative impact on the employees. Though different from harassment, it is equally destructive when it comes to the workplace environment. It manifests itself in a number of forms not only at individual level but also at the organizational level. This paper aims to explore the effects of ostracism on employee behaviour in terms of their performance and turnover. Testing the study in the banking sector, the results suggest that ostracism adversely affects employee performance. Similarly, the former leads to high turnover trend. Statistical significance has been found in the inverse relationship between workplace ostracism and employee performance; and workplace ostracism and employee turnover. The study makes a significant contribution towards the literature on Workplace Ostracism, as it examines the effect of workplace ostracism on two of the key performance indicators i.e. Performance and Turnover. The study will also provide managers with insight on the construct of ostracism will enlighten them about the costs associated with the presence of ostracism in the workplace in terms of employee performance & employee turnover.
Workplace dynamics and individual outcomes: Role of workplace ostracism in shaping inner resignation
Revista AmazonÃa investiga, 2023
This study aims to examine the influence of workplace ostracism on horizontal workplace violence, occupational self-efficacy, and inner resignation in the faculty members working in higher education institutions of Pakistan. In this study, a survey was held for native Urdu speakers. The back-to-back method was used for the translation of the questionnaire. The translated questionnaire was pilot tested with a small group to ensure clarity. The total of 321 responses were collected by using self-administered questionnaires and online platform. The SPSS and Smart PLS4 software were utilized for hypothesis testing. The results of the study show that respondents have low workplace ostracism, horizontal workplace violence, and inner resignation, whereas they exhibit high occupational self-efficacy. The results also indicate that workplace ostracism has the strong and positive relation with horizontal workplace violence while negative relation with occupational self-efficacy. The findings of the study show that interrelationship between workplace ostracism and inner resignation is not an isolated one but is significantly influenced by horizontal workplace violence and occupational self-efficacy.
The Relationship Between Ostracism and Turnover Intention: Role of Commitment as a Mediator
Global Social Sciences Review, 2018
The basic objective of this study is to examine the mediating role of OC between WO and TI among the teaching faculty of universities of KP, Pakistan. Data were collected via questionnaires from 207 teachers. SPSS and Amos were used to analyze the data. The results revealed a significant positive relationship between WO and turnover intention, while a significant negative relationship between WO and OC and between OC and TI was confirmed. The results also revealed a significant partial mediation of OC between WO and turnover intention.
A Study on Workplace Ostracism and Job Outcomes
2020
Purpose: The aim of the paper is to identify and observe ostracism at the place of work and its outcome. Design/approach/Methodology -Researcher has collected data from 156 employees of various organizations working at the Powai area concerning the Mumbai region. The author has proposed the relationship of employees at the workplace and its effect on Job tension, Job-satisfaction and devotion towards the organization. Findings: Result has shown that there is a negative relation between workplace ostracism and Job tension, Job satisfaction and loyalty towards the organization. Practical implications: Workplace ostracism has a high level of job tension. Ostracism is due to personal and environmental experiences that are related to negative outcomes i.e. Job satisfaction,loyalty, performance and so on. Also, the study gives a future scope to all the managers to pay more attention to the individual's attitude at the workplace. Managers can come up with various ways to minimize workp...
Business and Economics Research Journal
The aim of this study is to investigate the mediating effects of employee emotional exhaustion (EE) on workplace ostracism (WO) and job insecurity (JI) using the theory of resource conservation. In this research, structural equality modeling was conducted through 211 questionnaires, working in Hotels in Northern Cyprus. For data analysis used Microsoft Excel and Statistical Software Programs including SPSS and AMOS. The study results show that the gradual convergence of emotional exhaustion due to incapacity can lead to an increase in negative effects on job insecurity or ostracism in the workplace which gradually increases over time, impacting negatively on and ultimately increasing workplace ostracism. Although, the studies on exhaustion and insecurity in the workplace increase, "the individual perceives that they are ignored or excluded by others", furthermore, there has not been sufficient attention on the effects of emotional exhaustion workplace ostracism and group unemployment. Therefore, this study will lead to future studies.
The primary aim of this paper is to reveal the effects of the ruminative thought style and workplace ostracism on hotel employees' turnover intention. In addition, the effect of the ruminative thought style and workplace ostracism on hotel employees' turnover intention through the mediator role of organizational identification was investigated in this study. The data were collected by convenience sampling between 1 June and 1 October 2018 from the employees of the twelve 5-star hotel businesses in Bodrum, Turkey, yielding 432 valid survey forms. The results showed that ruminative thought style and workplace ostracism increase the turnover intention of hotel employees while organizational identification decreases it. In addition, organizational identification plays a mediating role between a ruminative thought style and turnover intention. Thus, we recommend to the managers that they should create a good working environment, support and participate in social activities with their team, make their employees feel that they are a part of the organization and always state that they value their team.
Outcomes of workplace ostracism among restaurant employees
Tourism Management Perspectives, 2019
Ostracism which is a universal phenomenon and an aversive experience is rampant in today's contemporary working life. However, there is little evidence about the critical outcomes of workplace ostracism (WO) and the mechanism underlying the relationship between WO and these outcomes. Therefore, our study proposes a conceptual model in which job tension mediates the impact of WO on proclivity to leave work early (PLWE) and proclivity to be late for work (PLFW). Data were obtained from restaurant customer-contact employees in two waves with a one-week time lag between each phase via the Time 1 and Time 2 surveys in the four-and five-star hotels in Taiwan. The results suggest that WO aggravates job tension, while heightened job tension gives rise to higher PLWE and PLFW. The findings also suggest that job tension partly mediates the influence of WO on PLFW, while it completely mediates the impact of WO on PLWE.
Exploring the Invisible Pain of Workplace Ostracism: Its Outcomes & Coping Mechanism
Turkish Journal of Computer and Mathematics Education (TURCOMAT), 2021
Workplace ostracism is a form of silent mistreatment where an individual experiences deliberate denied social interaction with others. It is believed to be a universal phenomenon which silently injures the human heart. Ostracism is believed to be very destructive as the ostracized person finds it difficult to prove that he is being ostracized due to its covert nature. It is a proven fact that the nature of mistreatment under ostracism can be silent but its outcomes in the form of decreased job engagement, diminished work performance, increased intention to quit, etc. are very vocal. The relationship between workplace ostracism and its negative consequences is explained in the light of Conservation of Resources theory. According to conservation of resources theory, every individual is attached to various kinds of resources which they perceive as worthy. The theory claimed that when an individual encounters resource loss or is threatened of potential loss, such experiences disturbs hi...