Workplace ostracism and job performance: Meaning at work and family support as moderators

Abstract

The negative relationship between workplace ostracism and employees' job performance has received increasing attention from academia and in practice. However, little is known about the conditions under which these negative effects can be alleviated. We investigated whether workplace ostracism simultaneously predicts in-role job performance and innovative job performance, as well as exploring the moderating roles of meaning at work and family member support in these relationships. Using data collected from 727 employees of 3 Chinese hospitals, we conducted a hierarchical multiple regression analysis to test our hypotheses. The results indicated that workplace ostracism predicted both poor in-role job performance and low innovative job performance. Moreover, high levels of family support moderated the relationship between workplace ostracism and innovative job performance. These results have implications for theoretical and practical understanding of workplace ostracism.

'Being Alone Is More Painful than Getting Hurt': The Moderating Role of Workplace Loneliness in the Association between Workplace Ostracism and Job Performance

“…The second finding of current study is in this vein. The negative correlation between workplace ostracism and job performance is consistent with the findings previously documented in the literature (Baumeister et al, 2002;Feng et al, 2019;Ferris et al, 2015;Xia et al, 2019;Wu et al, 2011).…”

“…Conditions such as weakening psychological health (Hitlan et al, 2006a), mental fatigue, psychological unwillingness and emotional burnout (Ferris, 2008) are expected to negatively affect job performance. The findings of previous studies also suggest that workplace ostracism will negatively affect job performance (de Clercq et al, 2019;Feng et al, 2019;Xia et al, 2019). In light of this information, a negative correlation between workplace ostracism and employee performance is expected.…”

How Can We Make a Sustainable Workplace? Workplace Ostracism, Employees’ Well-Being via Need Satisfaction and Moderated Mediation Role of Authentic Leadership

“…In other words, this study contributes to existing studies by identifying authentic leadership as an important situational variable that can reduce the negative effects of workplace ostracism. The demonstration weakened the positive influence within the organization's moderating variables, such as political skills [7], intrinsic motivation [89], self-monitoring disposition [90], psychological capital [91], family support [92], and spousal support [93]. Therefore, this study widened the scope of workplace ostracism by studying the impact on subjective well-being regarding the degree of authentic leadership recognition toward direct superiors.…”

Coping with workplace ostracism through ability-based emotional intelligence

“…Different factors may affect job performance, namely, abusive supervision (Harris et al , 2007), organizational injustice and psychological strain (Khattak et al , 2019), positive affect and person-job fit (Erez and Isen, 2002). However, recent studies report that workplace ostracism is another relevant input that hinders job performance (De Clercq et al , 2019; Feng et al , 2019; Ferris et al , 2015; Jahanzeb et al , 2020). Hitlan et al (2006) defined workplace ostracism as “the exclusion, rejection, or ignoring of an individual (or group) by another individual (or group) that hinders one's ability to establish or maintain a positive interpersonal relationship, work-related success or favorable reputation within one's place of work.”…”