Impact of Workplace Ostracism on Employee’s Performance: Moderating Effect of Perceived Organizational Support

Abstract

The term "workplace ostracism" was used to describe situations in which individuals were ostracised, disregarded, or dismissed by their co-workers. Workplace ostracism is a form of "cold violence" that has received extensive attention. There are some contradictory results concerning the impact of workplace ostracism on the employee performance, indicating that further research is needed in this area. As a result, this study developed and tested a conditional indirect effect model focused on self-theory to investigate how and when people have experienced workplace ostracism. The findings verified our theoretical assumptions that workplace ostracism was positively connected to façade of conformity, established on an experimental research and a survey sample of employees. Furthermore, when employees' collectivist ideals were high, the link between workplace ostracism and façade of conformity was higher. Employees' masks of compliance are favourably connected to managers' evaluations of the job performance when administrators themselves possess strong collectivist ideals. The current study also discovered that emotional weariness acts as a mediator factor in the association between workplace ostracism and job performance.