Workplace ostracism and deviant and helping behaviors: The moderating role of 360 degree feedback

2016 ◽  
Vol 38 (6) ◽  
pp. 833-855 ◽  
Author(s):  
Ann Chunyan Peng ◽  
Wei Zeng
Keyword(s):  
360 Degree Feedback ◽  
Workplace Ostracism ◽  
Helping Behaviors ◽  
Moderating Role

A dynamic process of different helping behavior: from the extended self-theory perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xi Ouyang ◽  
Kong Zhou ◽  
Yuan-Fang Zhan ◽  
Wen-Jun Yin
Keyword(s):  
Dynamic Process ◽  
Help Seeking ◽  
Task Difficulty ◽  
Helping Behavior ◽  
Mediation Effect ◽  
Extended Self ◽  
Content Type ◽  
Helping Behaviors ◽  
Moderating Role

PurposeDrawing on the extended self-theory, this study explores the dynamic process through which reactive helping could influence proactive helping through self-investment and investigate the moderating role of task difficulty in affecting this process.Design/methodology/approachThis study, with a sample of 582 diary surveys from 66 employees, used experience sampling techniques to analyze the proposed hypotheses.FindingsThe results revealed that self-investment could mediate the positive relationship between reactive helping and proactive helping. Additionally, task difficulty acts as an essential role in facilitating the process raised by reactive helping. Further examination revealed that the moderated mediation effect in this model was also significant.Practical implicationsManagers should encourage help-seeking and positive responses to requests, especially in groups with difficult tasks, which could build helpers’ extended self at work and increase their proactive helping behaviors at the following episode.Originality/valueAs verifying the dynamic trajectory of reactive helping, this study enriches our understanding of whether and how helping behaviors are likely to grow over time. Besides, it complements current pieces of literature by exploring the potential positive implication of reactive helping with a helper-centric perspective.

Workplace ostracism and deviant behaviour among nurses: a parallel mediation model

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Imran Shafique ◽  
Ahmad Qammar ◽  
Masood Nawaz Kalyar ◽  
Bashir Ahmad ◽  
Anila Mushtaq
Keyword(s):  
Structural Equation ◽  
Self Esteem ◽  
Equation Modeling ◽  
Mediation Model ◽  
Negative Effects ◽  
Deviant Behaviour ◽  
Content Type ◽  
Workplace Ostracism ◽  
Moderating Role

Purpose The aim of this study is to examine the influence of workplace ostracism on deviant behaviour and testified the mediating roles of organisational identification, burnout and organisation-based self-esteem (OBSE) by using a parallel mediation model. Then, the moderating role of ingratiation in the interrelation between ostracism, the mediators and deviant behaviour is examined. Design/methodology/approach A survey questionnaire was used to collect data from nurses working in public sector hospitals in Pakistan. Nursing context is appropriate for the study because this occupation involves a greater extent of social interaction among peer nurses, doctors and administration in the provision of health services. A total of 417 nurses provided complete responses, and the study hypotheses were tested using the partial least squares structural equation modeling (PLS-SEM). Findings The study findings show that ostracism is positively related to deviant behaviour of nurses, indicating that workplace ostracism is an important predictor of deviant behaviour. Ostracised nurses experienced higher job burnouts and low OBSE as well as organisational identification. Results also show that ostracism promotes deviant behaviour by reducing OBSE and organisational identification. Moreover, results provide evidence that high ingratiation overcomes the detrimental effects of ostracism on both deviant behaviour and mediators. Originality/value The present study integrates the literature on ostracism and its attitudinal and behavioural outcomes and submits that ostracism negatively affects the attitudes of victims which in turn results in negative behavioural outcomes (i.e. deviant behaviour). This study also suggests ingratiation as a tactic to control the negative effects of ostracism.

scholarly journals Impact of workplace ostracism on knowledge hoarding: mediating role of defensive silence and moderating role of experiential avoidance

2020 ◽  
Vol 6 (1) ◽  
Author(s):  
Bilal Khalid ◽  
Rimsha Iqbal ◽  
Syed Danial Hashmi
Keyword(s):  
Experiential Avoidance ◽  
Sampling Technique ◽  
Underlying Mechanism ◽  
Resource Theory ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
Hoarding Behavior ◽  
Knowledge Hoarding ◽  
Moderating Role

AbstractThe purpose of this study is to investigate the underlying mechanism through which knowledge hoarding is triggered among ostracized employees at workplace. Drawing on conservation of resource theory, the study investigates the mediating role of defensive silence in this relationship. Further, the study also examines the moderating role of experiential avoidance between workplace ostracism and defensive silence. Using multi-layered and convenient sampling technique, data were collected from 225 employees working in the hospitality industry in Pakistan. The results revealed that workplace ostracism significantly influences employees’ knowledge hoarding behavior both directly and through defensive silence. Furthermore, contrary to the expectation, the combined effect of workplace ostracism and experiential avoidance on defensive silence was found insignificant, which we have discussed. The study provides insights for managers to break the knowledge hoarding cycle and create new models for interaction and knowledge sharing among employees at workplace.

scholarly journals Work Place Ostracism, Employees Counterfactual Thoughts and Turn Over Intention: Moderating Role of Vitality

2020 ◽  
Vol 1 (2) ◽  
pp. 70-78
Author(s):  
Sobia Jafar ◽  
Samia Khalid
Keyword(s):  
Turnover Intention ◽  
Age Groups ◽  
Sampling Strategy ◽  
Work Place ◽  
Negative Effects ◽  
Organization Management ◽  
Workplace Ostracism ◽  
Turn Over ◽  
Moderating Role

Role of ostracism in organization is proliferated from last few decades. Past studies verify the occurrence of ostracism and counterfactual thoughts in different cultures, demographic lines, in different age groups and its frequent negative effects within organizations. What are the effects of ostracism and counterfactual thoughts that leads to turnover intention and how vitality play a moderating role is the main aim of present study. Survey research design and purposive sampling strategy was used for selecting 200 employees from Sahiwal and Okara cities of Pakistan. Results revealed that work place ostracism has significant relationship with vitality and turnover Intention. Counter factual thoughts have significant positive relationship with turnover intention. It is also found that workplace ostracism and counter factual thought significantly predict vitality and turnover intention among employees. Results also showed the buffering role of vitality in relationship of ostracism and counterfactual thoughts with turnover intention. Present study is beneficial to control the rate of employees’ turnover and for the progress of any organization. Management need to get the benefit from this study by arranging workshops and training programs on the harmful effects of ostracism and counterfactual thoughts. It will be very helpful to improve vitality and to decrease the rate of turnover intention.

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