Outcomes of workplace ostracism among restaurant employees

Hsieh, Hungchen; Karatepe, Osman M.

doi:10.1016/j.tmp.2019.02.015

Cited by 46 publications

(49 citation statements)

References 42 publications

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“…Chung (15) found that organizational rejection is investigated under adverse environmental conditions, which is in line with our results (15). Hsieh and Karatepe found that rejection is due to the employees' lack of attention to the work environment (30).…”

Section: Model Of Emotional Exhaustion Role On Workplace Ostracismsupporting

confidence: 88%

Modelling of emotional exhaustion role on workplace ostracism: A cross-sectional study on Sepah Bank branches in northern provinces of Iran

Yazarloo

Shojaei

Azma

et al. 2021

J Shahrekord Univ Med Sci

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Background and aims: Workplace ostracism is the degree to which a person feels ignored by others in the workplace. This study aimed to evaluate the role of emotional exhaustion on workplace ostracism in Sepah Bank branches in Northern provinces of Iran. Methods: The present cross-sectional study was conducted as a field survey. The statistical population included 1472 employees of Sepah Bank branches in Northern provinces of Iran. According to the Cochran’s sample size formula, 306 individuals were identified as the research sample. The research tool was a 49-item researcher-made questionnaire, the validity of which was confirmed after reviewing the experts’ opinions. The reliability of the questionnaire was 0.82 for emotional exhaustion and 0.85 for workplace ostracism. In this study, the structural equation method was used. Data analysis was performed using SPSS and LISREL. Results: The results of the study showed that the mean of emotional exhaustion and workplace ostracism was 2.31 and 2.57, indicating an undesirable status of these variables. In addition, emotional exhaustion had a significant effect on the workplace ostracism (P=0.001; effect=0.22; t=3.25). Conclusion: Given the serious impact of emotional exhaustion on workplace ostracism, Sepah Bank should plan programs to reduce emotional exhaustion.

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Section: Model Of Emotional Exhaustion Role On Workplace Ostracismsupporting

confidence: 88%

Modelling of emotional exhaustion role on workplace ostracism: A cross-sectional study on Sepah Bank branches in northern provinces of Iran

Yazarloo

Shojaei

Azma

et al. 2021

J Shahrekord Univ Med Sci

View full text Add to dashboard Cite

show abstract

“…(2016) , WO is likely to undermine several fundamental human needs of the victims, particularly the need for belongingness, self-esteem, a meaningful existence, and control. It produces an unfavorable work environment which tends to bring numerous negative work outcomes, such as job stress ( Mahfooz et al., 2017 ; Vui-Yee and Yen-Hwa, 2020 ), job tension ( Hsieh and Karatepe, 2019 ), reduced job satisfaction ( Chung and Kim, 2017 ; Fatima, 2016 ), reduced job embeddedness ( Lyu and Zhu, 2019 ), higher turnover intention ( Mahfooz et al., 2017 ; Vui-Yee and Yen-Hwa, 2020 ), reduced organizational commitment ( Hitlan et al., 2006 ), emotional exhaustion ( Jahanzeb and Fatima, 2018 ), and higher deviant behaviors ( Jahanzeb and Fatima, 2018 ; Peng and Zeng, 2017 ), Moreover, WO can have a negative effect on work engagement ( Kaya et al., 2017 ), organizational citizenship behaviors ( Wu et al., 2016 ), job performance ( De Clercq et al., 2019 ; Jahanzeb et al., 2020 ).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Workplace ostracism (WO) is considered a pervasive workplace phenomenon, which is a serious and widespread concern for today's organizations ( Hsieh and Karatepe, 2019 ; Liu et al., 2013 ). Indeed, ostracism has a consistently negative influence on the behaviors and feelings of employees, where employees engage in many self-defeating behaviors ( Haldorai et al., 2020 ).…”

Section: Introductionmentioning

confidence: 99%

“…As a serious workplace stressor, WO brings a variety of negative effects on targets' psychological, attitudinal, and behavioral outcomes ( O'Reilly et al., 2015 ; Zimmerman et al., 2016 ). WO causes job dissatisfaction, reduced organizational commitment, poor job performance, greater counterproductive workplace behavior, and higher turnover intentions ( Hsieh and Karatepe, 2019 ). Despite widespread research attention to the issue in recent years, scholars have paid very little attention to its antecedents ( Liu et al., 2019 ).…”

Section: Introductionmentioning

confidence: 99%

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The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in higher education institutions

Karim

Majid

Omar

et al. 2021

Heliyon

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The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in Higher Education Institutions, HELIYON, https://doi.org/10.1016/ j.heliyon.2021.e07280. This is a PDF file of an article that has undergone enhancements after acceptance, such as the addition of a cover page and metadata, and formatting for readability, but it is not yet the definitive version of record. This version will undergo additional copyediting, typesetting and review before it is published in its final form, but we are providing this version to give early visibility of the article. Please note that, during the production process, errors may be discovered which could affect the content, and all legal disclaimers that apply to the journal pertain.

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“…Ostracism can be defined as the extent to which a person perceives that he/she is excluded or ignored by others (Hsieh and Karatepe, 2019). When employees are ostracized they cannot enter into social interactions with other organizational members (De Clercq et al, 2019).…”

Section: Workplace Ostracismmentioning

confidence: 99%

The effect of workplace ostracism on knowledge sharing: the mediating role of organization-based self-esteem and organizational silence

Takhsha

Barahimi

Adelpanah³

et al. 2020

JWL

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Purpose This study aims to evaluate the effect of workplace ostracism on organization-based self-esteem (OBSE), organizational silence and knowledge sharing. Design/methodology/approach The statistical population of this research includes the employees of University of Isfahan in Iran. The structural equation modeling method is used to analyze the data and the conceptual model using 130 participants. Findings The empirical results suggest that ostracism and organizational silence influence knowledge sharing, negatively. Ostracism influences organizational silence, positively; and ostracism influences OBSE, negatively. Furthermore, organization-based self-esteem influences knowledge sharing, positively. In addition, the indirect relationship from ostracism to knowledge sharing through organizational silence was confirmed; however, the mediating role of OBSE in the relationship between workplace ostracism and knowledge sharing was not confirmed. Originality/value This research is among the first to evaluate the relationship between workplace ostracism, knowledge sharing, organizational silence and OBSE simultaneously.

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Outcomes of workplace ostracism among restaurant employees

Cited by 46 publications

References 42 publications

Modelling of emotional exhaustion role on workplace ostracism: A cross-sectional study on Sepah Bank branches in northern provinces of Iran

Modelling of emotional exhaustion role on workplace ostracism: A cross-sectional study on Sepah Bank branches in northern provinces of Iran

The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in higher education institutions

The effect of workplace ostracism on knowledge sharing: the mediating role of organization-based self-esteem and organizational silence

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