Workplace ostracism is an essential predictor of knowledge-sharing behaviors, but few studies have explored the influence of this mechanism in higher education. According to the conservation of resources theory, this study elucidated the roles of job burnout and job satisfaction as sequential mediators of the link between workplace ostracism and knowledge-sharing behaviors in a sample of 388 university teachers. The results of the study were analyzed structural equation modeling (SEM). Higher knowledge-sharing behaviors were associated with lower workplace ostracism, lower job burnout, and more job satisfaction. Furthermore, increased workplace ostracism was associated with more job burnout, but job satisfaction was not related to workplace ostracism. The relationship between workplace ostracism and knowledge-sharing behaviors was mediated by job burnout and was sequentially mediated by job burnout and job satisfaction. These findings help to clarify the mechanisms underlying the association between workplace ostracism and knowledge-sharing behaviors in university teachers. The theoretical and practical implications of the findings are discussed.
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http://dx.doi.org/10.3389/fpsyg.2023.1030043 | DOI Listing |
Stress Health
December 2024
School of Economics and Management, University of Science and Technology Beijing, Beijing, China.
Integrating cognitive appraisal theory of stress and attachment theory, the current study explored the influence of daily workplace ostracism on employee short-term work engagement and examined the mediating role of negative work reflection and the moderating effects of employee attachment styles (i.e., attachment avoidance and attachment anxiety).
View Article and Find Full Text PDFJ Occup Health Psychol
December 2024
Department of Organization, Management and Human Resources, ESSCA School of Management.
As the workplace becomes more team based, interpersonal relationships at work are a central topic that affects both employees and the organization. Despite ample evidence showing the detrimental effects of workplace ostracism on employees' health and productivity, why someone is ostracized by others at work warrants more research. Based on social comparison theory, we predict that task proactivity could be perceived negatively and can elicit ostracism from team members; this effect is dependent upon the boundary condition of team envy.
View Article and Find Full Text PDFInt Nurs Rev
October 2024
Medical Surgical Nursing Department, Faculty of Nursing, Alexandria University, Alexandria, Egypt.
Behav Sci (Basel)
July 2024
School of Economics and Management, Harbin Normal University, Harbin 150025, China.
Differing from prior studies which explored workplace ostracism's negative impacts, in this study, we try to explore ways to mitigate and harness workplace ostracism to encourage proactive behavior. By drawing on regulatory focus theory, we propose that workplace ostracism can increase proactive behavior via enhanced promotion focus and prevention focus. We collected questionnaire data at multiple time points from employees in private enterprises in China, and a structural equation model was primarily used to test the proposed model.
View Article and Find Full Text PDFBMC Psychol
July 2024
Business Faculty - Accounting Department, Zarqa University, Zarqa, 11831, Jordan.
Background: This theoretical model has been drawn on principles of social exchange theory to scrutinize the connection between organizational virtuousness and job performance with the mediating role of Organizational citizenship behavior and moderating role of workplace ostracism. A survey was conducted in Pakistan, gathering data from 486 employees working for various private and commercial banks.
Method: Soft and hard questionnaires were distributed to the participants, with social media platforms used for the soft questionnaires and meetings with employees for the hard questionnaires.
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