Workplace ostracism and deviant behaviour among nurses: a parallel mediation model

Abstract

Purpose The aim of this study is to examine the influence of workplace ostracism on deviant behaviour and testified the mediating roles of organisational identification, burnout and organisation-based self-esteem (OBSE) by using a parallel mediation model. Then, the moderating role of ingratiation in the interrelation between ostracism, the mediators and deviant behaviour is examined. Design/methodology/approach A survey questionnaire was used to collect data from nurses working in public sector hospitals in Pakistan. Nursing context is appropriate for the study because this occupation involves a greater extent of social interaction among peer nurses, doctors and administration in the provision of health services. A total of 417 nurses provided complete responses, and the study hypotheses were tested using the partial least squares structural equation modeling (PLS-SEM). Findings The study findings show that ostracism is positively related to deviant behaviour of nurses, indicating that workplace ostracism is an important predictor of deviant behaviour. Ostracised nurses experienced higher job burnouts and low OBSE as well as organisational identification. Results also show that ostracism promotes deviant behaviour by reducing OBSE and organisational identification. Moreover, results provide evidence that high ingratiation overcomes the detrimental effects of ostracism on both deviant behaviour and mediators. Originality/value The present study integrates the literature on ostracism and its attitudinal and behavioural outcomes and submits that ostracism negatively affects the attitudes of victims which in turn results in negative behavioural outcomes (i.e. deviant behaviour). This study also suggests ingratiation as a tactic to control the negative effects of ostracism.

How and when workplace ostracism influences employee deviant behavior: A self-determination theory perspective

“…There are only a few studies about the relationship between workplace ostracism and deviant behavior, and they arrive at different conclusion. For example, Peng and Zeng (2016) find that workplace ostracism exerts no influence on deviant behavior without moderating role of 360 degree feedback, which is different from most previous studies ( Shafique et al, 2021 ). Also, in the Chinese context, some researchers have proposed that high differential order climate and power distance may make Chinese employees think workplace ostracism is reasonable, so they are more likely to tolerate it without exhibiting negative attitudes or behaviors ( Chen and Tu, 2017 ).…”

“…The reciprocity principle is the core feature of social exchange theory, which emphasizes that individuals treat others in the same or equivalent way that they are treated (Blau, 1964). Thus, when employees realize that they are being ostracized by others, they take retaliatory actions such as deviant behavior (Shafique et al, 2021). In addition to productive errors, violating organizational norms, such as purposely arriving at the workplace late or leaving early and stealing public assets can also undermine the wellbeing of the organization and its members (Zappalà et al, 2022).…”

Effect of cyberbullying on employee creativity: examining the roles of family social support and job burnout

“…Second, this research bridges up the vital literary gap by investigating the FSS as a situational boundary condition. However, past studies examined few other boundary conditions between negative workplace context and employees’ outcomes which emphasized on cognitive resources like psychological capital (Kalyar et al , 2021), impression management (Chen and Fang, 2008), personality (Tepper et al , 2001) and ingratiation (Shafique et al , 2021). These studies, mostly, investigated the psychological conditions that serve at the psychological degree contrary to the enthusiastic performance reactions to these conditions.…”

“…However, a handful evidence is available that negative workplace environment reduces employee creativity (Liu et al, 2016;Hur et al, 2016). This negative work environment includes abusive supervision (Liu et al, 2016), ostracism (Shafique et al, 2021), job stress (Gates et al, 2003) and cyberbullying (Kalyar et al, 2021). These negative workplace factors affect employee attitudes and behaviors negatively.…”

Investigating employees' deviant work behavior in the hotel industry during COVID-19: Empirical evidence from an emerging country

“…Researchers have focused mainly on predictors of work deviant behavior with the hope of reducing and eliminating negative behaviors by controlling and manipulating their causes ( Shafique, Qammar, Kalyar, Ahmad, & Mushtaq, 2020 ). These predictors include workplace ostracism ( Shafique et al, 2020 ), perceived organizational injustice ( Khattak, Zolin, & Muhammad, 2020 ), workplace bullying ( Jahanzeb, Fatima, & De Clercq, 2021 ), organizational culture ( Stefano, Scrima, & Parry, 2019 ), perceived external prestige ( Tuna et al, 2016 ), organizational citizenship behavior ( Yen & Teng, 2013 ), stress and job satisfaction ( Omar et al, 2011 ), self-esteem ( Ferris et al, 2009 ), and leaders ( Litzky et al, 2006 ). These studies provide rich empirical evidence on the antecedents of deviant work behavior.…”