Exploring the Relationship between Innovative Work Behavior, Job Anxiety, Workplace Ostracism, and Workplace Incivility: Empirical Evidence from Small and Medium Sized Enterprises (SMEs)

Abstract

The aim of this study is to explore the relationship between workplace ostracism (WO), workplace incivility (WI), and innovative work behavior (IWB), using job anxiety as a mediating variable. Building on the conservation of resource (COR) theory, this study proposes a theoretical framework. In this framework, workplace ostracism and workplace incivility are theorized to strengthen innovative work behavior, directly and indirectly, through job anxiety. Data were collected from the workers of small and medium sized enterprise (SME) entrepreneurs located in Pakistan. To estimate the proposed relationships in the conceptual model, we used structural equation modeling (SEM) through AMOS-21. The outcomes of this study confirmed that workplace ostracism and workplace incivility had a negative impact on innovative work behavior. It was also confirmed that job anxiety mediates in the relationship between workplace ostracism, workplace incivility, job anxiety, and innovative work behavior. At the end of the study, we thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study.

How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing

“…This growth has partly stemmed from the rapid development of small and medium-size enterprises (SMEs) within China. Currently, small and medium-size enterprises employ 80% of the workforce in China [ 1 , 2 ]. One reason why SMEs have flourished this way is that small and medium-size enterprises have fewer regulations imposed on them as compared to large enterprises.…”

“…However, employees belonging to SMEs have to suffer from a lower pay and a high level of toxic workplace environment, such as workplace harassment, workplace bullying, and workplace ostracism [ 3 ]. Such an environment is a significant detriment toward employee motivation and engagement, and prior studies have shown that a toxic workplace environment in small and medium-size enterprises plays a negative role toward employee engagement [ 2 , 4 ].…”

Does Employee Care Trigger Innovation Under a Healthy and Safe Working Environment? Evidence from the Pharmaceutical Industry in China

“…Corporations can effectively develop robust, positive relationships among workers, supervisors, and managers by viewing employee welfare as an important, socially responsible, and necessary practice [ 52 , 53 ]. Providing a comfortable working environment can increase employees’ job satisfaction and encourage them to share new ideas and knowledge [ 11 , 13 , 54 ]. Survey-based research supports the positive influence of employee on innovation.…”

“…First, innovation is a complex process that largely relies on human capital [ 1 , 6 ]. Employee care may play crucial role in facilitating innovation because employees may actively find new ideas and create knowledge if they have high levels of job satisfaction [ 11 , 13 , 54 ]. According to the knowledge-based view, firms’ ability of innovation is derived from the control and use of valuable knowledge [ 51 , 67 ].…”

“…To support innovation, firms should create workplace environments that are perceived by employees to be pleasant, low-stress, supportive of continuous learning, and encouraging of active sharing of new knowledge and creative ideas [ 9 , 10 ]. Responsible care for employees can increase job satisfaction and help firms to attract and retain talented people who will be the critical factor in corporate innovation process [ 11 , 12 , 13 ]. In recent years, being socially responsible for employees, and more broadly, the corporate social responsibility (CSR), of which labor care is seen as a key ingredient, have been increasingly emphasized by modern enterprises [ 14 , 15 ].…”