Workplace ostracism: Impact on social capital, organizational trust, and service recovery performance

Paşamehmetoğlu, Ayşın; Guzzo, Renata Fernandes; Guchait, Priyanko

doi:10.1016/j.jhtm.2022.01.007

Cited by 35 publications

(39 citation statements)

References 87 publications

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“…Third, we collected data without considering different industries, different kinds of organizations (such as MNCs and SMEs), and this may have influenced the results. For example, there are more and more studies on the influence of workplace ostracism in the services industry ( Paşamehmetoğlu et al, 2022 ). That’s to say industry may influence the result, which is ignored by our study.…”

Section: Discussionmentioning

confidence: 99%

“…It cuts off social contact between ostracized individuals and others. Through negation and neglect, workplace ostracism conveys implicit punishment information to organizations, that is, an ostracized employee feels unwelcome, insignificant, and disrespected, which hinders the individual from establishing an equal or trusted interpersonal relationship with others ( Paşamehmetoğlu et al, 2022 ). Individuals always want to control their surroundings to reduce the impact of uncertainty.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…Therefore, it is particularly important to pay attention to the consequences of workplace ostracism in the Chinese context. Previous research has explored ostracism, focusing mainly on its negative effects on both individuals and organizations, such as increased stress ( Deng et al, 2021 ), sabotage behaviors ( Sarwar et al, 2020 ), turnover intention ( Singh and Srivastava, 2021 ; Wang et al, 2021 ), emotional exhaustion ( Anjum et al, 2022 ), knowledge hoarding ( Bhatti et al, 2022 ), diminished organizational trust and social capital ( Paşamehmetoğlu et al, 2022 ), organizational citizenship behavior ( Hitlan et al, 2006 ; Choi, 2020 ), voice behavior ( Li and Tian, 2016 ), and reduced job performance ( Zhu et al, 2017 ; Al-Atwi et al, 2021 ).…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

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

Luo

Li²,

Gong³

et al. 2022

Front. Psychol.

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Drawing on self-determination theory, this study examines the relationship between workplace ostracism and deviant behavior by focusing on the mediating role of basic psychological needs and the moderating role of perceived inclusive climate. Findings based on the analysis of 247 valid survey samples suggest that (1) workplace ostracism has a significant positive impact on employees’ deviant behavior; (2) basic psychological needs mediate the relationship between workplace ostracism and employees’ deviant behavior; and (3) employees’ perceived inclusive climate weakens the negative effect of workplace ostracism on basic psychological needs. This study develops new perspectives for workplace ostracism research, extends the factors that influence employees’ deviant behavior, and expands the boundary conditions of organizational difference in self-determination theory. Moreover, these empirical results provide important theoretical guidance to decrease employees’ deviant behavior in organizations.

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Section: Discussionmentioning

confidence: 99%

Section: Theory and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

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

Luo

Li²,

Gong³

et al. 2022

Front. Psychol.

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“…(1) The concept, dimensions, and measurement tools of OT were explored from a static perspective ( Robinson, 1996 ). (2) The causes and effects of OT were explored from a dynamic perspective (e.g., Matzler and Renzl, 2006 ; Berraies et al, 2021 ; Kmieciak, 2021 ; Paşamehmetoğlu et al, 2022 ).…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

How organizational trust impacts organizational citizenship behavior: Organizational identification and employee loyalty as mediators

et al. 2022

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Research on the influence of organizational trust (OT) on organizational citizenship behavior (OCB) of employees has been conducted for years, but the influence of internal mechanism for OT on OCB is not well studied. Based on social exchange theory and organizational identity theory, this paper explored the OT on the OCB and revealed the chain-mediating role of organizational identification (OI) and employee loyalty (EL) from both employees’ cognitive and psychological perspectives. The research employed a two-wave and multi-source strategy to conduct hypothesis validation with 305 validated questionnaires of Chinese enterprises. The results of the empirical analysis show that: (1) OT has a significant effect on OCB; (2) OI plays a mediating role between OT and OCB; (3) EL plays a mediating role between OT and OCB; and (4) OI and EL have a significant chain-mediating role between OT and OCB. The results of this study have deepened the understanding of organizational trust and have important practical implications for improving organizational citizenship behavior, organizational identification, and employee loyalty.

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“…‫ذإدن‬ ‫ي‬ ‫ذا:‬ ‫ه‬ ‫م‬ ‫ذدة‬ ‫غدي‬ ‫ذلبية‬ ‫ط‬ ‫ذاةت‬ ‫نح‬ ‫ذى‬ ‫ئل‬ ‫ذة‬ ‫اعمدم‬ ‫أدا‬ ‫ذحو‬ ‫مظ‬ ‫ذا‬ ‫انمك‬ (Leung et al, 2011) ‫ذة‬ ‫الحنظيوي‬ ‫ذة‬ ‫السه‬ (Paşamehmetoğlu et al, 2022) ‫ذة‬ ‫الحنظيوي‬ ‫ذة‬ ‫املواطن‬ ‫ذلوييات‬ ‫ط‬ ‫ذاطكا‬ ‫الػ‬ ‫ام‬ ‫ذل‬ ‫الالت‬ ‫إلايكا‬ ‫ذو‬ ‫ال‬ ‫ذا‬ ‫الس‬ (Ferris et al, 2008) ‫ذى‬ ‫ئل‬ ‫ذسد‬ ‫الك‬ ‫ذدقؼ‬ ‫ي‬ ‫ذا‬ ‫يو‬ ‫املنحسف‬ ‫الظلوى‬ ‫يم‬ ‫اط‬ ‫الانمس‬ (Peng & Zeng, 2017) . ‫ذة‬ ‫ذ‬ ‫الكسدي‬ ‫ذة‬ ‫ذ‬ ‫اليبيػ‬ ‫أل‬ ‫ذا‬ ‫ذ‬ ‫يو‬ ‫ها‬ ‫الوقا‬ ‫الػهود‬ ‫ثلَ‬ ‫ء‬ ‫ق‬ ‫املنظوات‬ ‫غلى‬ ‫الصػر‬ ‫من‬ ‫ثجػل‬ ‫ند‬ ‫النك‬ ‫للػهد‬ (Zagenczyk et al, 2015) .…”

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المرونة النفسیة كمتغیر معدل لعلاقة النبذ فی مكان العمل وخرق العقد النفسی بالاحتراق الوظیفی: دراسة تطبیقیة على العاملین بالمستشفیات والمراكز الطبیة التابعة لجامعة المنصورة

عیاد¹

2022

مجلة جامعة الإسکندریة للعلوم الإداریة

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This study aimed to investigate the direct effects of workplace ostracism and psychological contract breach on job burnout dimensions (exhaustion, cynicism, professional incompetence), and further test the moderating role of psychological resilience, by collecting the primary data from a sample of 369 employees from Mansoura University's hospitals and medical centers, and then analyzing this data using the partial least square-structural equation modeling (PLS-SEM). The findings revealed that workplace ostracism and psychological contract have a positive and significant effect on job burnout dimensions. Moreover, the results confirmed that a higher level of psychological resilience weakens the relationship of workplace ostracism and Psychological Contract Breach with job burnout dimensions. These findings highlight the importance of working on developing employees' psychological resilience to reduce their feelings of job burnout.

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Workplace ostracism: Impact on social capital, organizational trust, and service recovery performance

Cited by 35 publications

References 87 publications

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

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

How organizational trust impacts organizational citizenship behavior: Organizational identification and employee loyalty as mediators

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