Workplace ostracism and job performance: the moderated mediation model of organization-based self-esteem and performance goal orientation

Abstract

PurposeThis study established and examined a moderated mediation model connecting workplace ostracism with job performance. Drawing from the viewpoint of self-esteem threat, the model posits that the effect of workplace ostracism on job performance is mediated by levels of organization-based self-esteem, while the relationship between workplace ostracism and organization-based self-esteem is moderated by performance goal orientation.Design/methodology/approachMultisource data were collected from 160 employees and their immediate supervisors in Taiwan.FindingsAs predicted in the research model, workplace ostracism was found to decrease organization-based self-esteem and, therefore, hinder employees' job performance. Performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem.Practical implicationsTo eliminate the negative impact of workplace ostracism, supervisors can help ostracized employees to self-regulate by aligning their performance goal orientation to reduce the perception of self-esteem threat.Originality/valueThis study provides evidence of boundary conditions for the relationship between workplace ostracism and job performance and explores the impact of self-regulation on ostracized employees' organization-based self-esteem and subsequent job performance.

Perceived organizational support on employee performance: the mediating role of organization-based self-esteem

“…The results of Strauss (2005) research are in line with this study although the background of the respondents and the conceptual framework of each study are different. Recent research conducted by Kuo & Wu (2022) reveals performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem. The findings of this study provide strong evidence that having pride in one's self as part of an organization will lead to the emergence of high performance.…”

“…The concept of domain-specific self-esteem, such as organization-based selfesteem (Pierce et al, 1989) is largely absent from the relationship between workplace and job performance. Recent research conducted by Kuo & Wu (2022) reveals performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem. Liao et al, (2021) revealed that organization-based self-esteem fully mediated the influence of on-the-job embeddedness on job performance and organizational citizenship behavior-altruism and partially mediated on-the-job embeddedness's influence on innovative behavior.…”

A dual-pathway model for examining the effects of customer mistreatment on an employee's customer-directed counterproductive work behavior: can job autonomy make a difference?

“…Given that individuals' CWBC behavior has a potentially damaging impact on their career development and success (Kuo and Wu, 2022; Simonetti, 1999), the current study was designed to investigate how daily customer mistreatment activates individuals' CWBC as well as what organizational managers can do to mitigate its impact. Drawing on the CAPS and COR theories, we reasoned that both the cognitive mechanism (negative work reflection) and the affective mechanism (negative affect) would simultaneously mediate the association between daily customer mistreatment and CWBC.…”

“…escalating one's tone of voice, sighing or rolling one's eyes to them) (Shao and Skarlicki, 2014;Skarlicki et al, 2008;Wang et al, 2011). Such behavior usually contrasts with an organization's goal/mission, violates service norms and threatens individuals' career survival and success (Kuo and Wu, 2022;Simonetti, 1999). Accordingly, identifying the underlying mechanism of customer mistreatment in relation to CWBC could provide pivotal implications for managers to reduce it and facilitate individuals' career development.…”

Workplace ostracism and employee wellbeing: A conservation of resource perspective

“…Workplace ostracism is a specific form of ostracism, a phenomenon in which individuals perceive that they are neglected or rejected by others in the workplace, a kind of emotional office abuse ( 3 , 26 ). When employees suffer from ostracism, it will cause them to suffer from self-esteem, generate negative emotions, reduce work efficiency ( 27 , 28 ), and hinder the generation of wellbeing ( 29 ). First, when employees perceive ostracism or isolation in the team, interpersonal stress will be generated, which will affect employees' engagement and satisfaction with their work and reduce their wellbeing at work.…”