Workplace Ostracism as a Predictor of Employee Performance and Employee Turnover- Evidence From the Banking Sector

Abstract

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.

Exploring the impact of Workplace Ostracism on Work Engagement: Examining the intervening role of Psychological Empowerment

“…Thus, this study showed that workplace expulsion significantly negatively impacts work engagement in Pakistan's banking sector. It has also been demonstrated that workplace ostracism significantly negatively impacts psychological empowerment in Pakistan's banking sector; the findings of a similar study conducted by (Javed et al, 2018) parallel the results. This study confirms that psychological empowerment significantly and positively affects staff's work engagement in the Pakistani banking sector, and the results are similar to those conducted by Meng & Sun (2019).…”

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

“…Reducing ostracism can decrease employee absenteeism and delays, and improve employees' creativity and innovation (8). This has led to the perception of the need to reduce ostracism in today's organizations as an important issue (9). Ostracism is a psychological phenomenon that not only has primary effects at the individual level and involves the psychologically disadvantaged individual but also has consequences at the group and organizational levels (10,11).…”