Linking Workplace Ostracism to Job Performance : A Conceptual Framework Considering the ‘New Normal’ Situation

Authors

  •   Arunangshu Giri Head & Associate Professor, School of Management & Social Science, Haldia Institute of Technology, Haldia - 721 657, West Bengal
  •   Satakshi Chatterjee Assistant Professor, Department of Business Administration, Haldia Institute of Management, Haldia - 721 657, West Bengal
  •   Jari Salo Head & Professor, Department of Economics and Management, Faculty of Agriculture and Forestry, P.O. Box 4 (Yliopistonkatu 3) 00014, University of Helsinki

DOI:

https://doi.org/10.17010/pijom/2023/v16i3/170600

Keywords:

Workplace Ostracism

, Job Performance, New Normal, COVID-19.

JELClassification Codes

, C120, C310, C380, M100, O150

Paper Submission Date

, July 3, 2023, Paper sent back for Revision, February 20, Paper Acceptance Date, February 26, Paper Published Online, March 15, 2023

Abstract

Workplace ostracism is a ubiquitous phenomenon that is present across the majority of organizations. However, it is often ignored, which results in dire consequences for the employees as well as the organizations. Workplace ostracism directly affects the job performance of employees. Also, after the emergence of the COVID-19 pandemic, organizations are still adjusting to the “new normal.†As this situation has never been foreseen before, at this point in time, workplace ostracism is becoming an emerging issue across organizations today. This short communication aimed to delve deeper into the phenomenon of workplace ostracism, find out the relationship between workplace ostracism and the employees’ job performance, and develop a conceptual model. This conceptual model has been developed with the help of extensive current literature review. The findings revealed that workplace ostracism had an impact on the employees’ personal and professional facets, leading to the variation of employee performance. Also, moderating variables like external support, culture, and religiousness remarkably impacted the relationship between workplace ostracism and different facets. As a result, this study can be used as a reference for HR managers to develop strategies to impede the growth of workplace ostracism in their respective organizations.

Downloads

Download data is not yet available.

Downloads

Published

2023-03-06

How to Cite

Giri, A., Chatterjee, S., & Salo, J. (2023). Linking Workplace Ostracism to Job Performance : A Conceptual Framework Considering the ‘New Normal’ Situation. Prabandhan: Indian Journal of Management, 16(3), 62–69. https://doi.org/10.17010/pijom/2023/v16i3/170600

Issue

Volume 16, Issue 3, March 2023

Section

Articles
Crossref
Scopus
Google Scholar
Europe PMC

References

Bedi, H. S. (2018). A contingency approach to proactiveness - Business performance relationship. Indian Journal of Marketing, 48(12), 34–49. https://doi.org/10.17010/ijom/2018/v48/i12/139555

Bilal, A. R., Fatima, T., & Imran, M. K. (2020). Why ostracized full-time faculty should not be labeled as “low performer� A qualitative insight from higher education in Pakistan. Journal of Applied Research in Higher Education, 12(5), 805–827. https://doi.org/10.1108/JARHE-12-2018-0267

Chatterjee, S., & Giri, A. (2021). Understanding consumer behaviour through neuromarketing: A strategic approach towards the mobile phone industry. Indian Journal of Marketing, 51(5–7), 64–80. https://doi.org/10.17010/ijom/2021/v51/i5-7/161648

Chatterjee, S., Giri, A., Paul, P., & Bag, M. (2019). Impact of 'customer relationship management (CRM) software' on patient satisfaction in public hospitals of urban West Bengal, India: An empirical analysis. International Journal of Engineering and Advanced Technology, 8(5), 521–526.

Chen, S.-L. (2015). The relationship of leader psychological capital and follower psychological capital, job engagement and job performance: A multilevel mediating perspective. The International Journal of Human Resource Management, 26(18), 2349–2365. https://doi.org/10.1080/09585192.2015.1020443

Eatough, E. M., Chang, C.-H., Miloslavic, S. A., & Johnson, R. E. (2011). Relationships of role stressors with organizational citizenship behavior: A meta-analysis. Journal of Applied Psychology, 96(3), 619–632. https://doi.org/10.1037/a0021887

Giri, A., & Pandey, M. (2016). Relationship marketing as an effective promotional tool of yoga marketing in the urban Indian market: An empirical study. Indian Journal of Marketing, 46(5), 42–54. https://doi.org/10.17010/ijom/2016/v46/i5/92488

Giri, A., Biswas, W., & Biswas, D. (2018). The impact of social networking sites on college students: A survey study in West Bengal. Indian Journal of Marketing, 48(8), 7–23. https://doi.org/10.17010/ijom/2018/v48/i8/130536

Giri, A., Chatterjee, S., Biswas, S., & Aich, A. (2020). Factors influencing consumer purchase intention of daily groceries through B2c websites in metro-cities of India. International Journal of Scientific & Technology Research, 9(1), 719–722.

Giri, A., Chatterjee, S., Paul, P., & Chakraborty, S. (2019). Determining the impact of artificial intelligence on 'developing marketing strategies' in organized retail sector of West Bengal, India. International Journal of Engineering and Advanced Technology, 8(6), 3031–3036. https://doi.org/10.35940/ijeat.F9030.088619

Giri, A., Gangopadhyay, S., Majumder, J., & Paul, P. (2019). Model development for employee retention in Indian construction industry using structural equation modeling (SEM). International Journal of Management, 10(4), 196–204. https://doi.org/10.34218/IJM.10.4.2019.019

Jahanzeb, S., & Fatima, T. (2018). How workplace ostracism influences interpersonal deviance: The mediating role of defensive silence and emotional exhaustion. Journal of Business and Psychology, 33, 779–791. https://doi.org/10.1007/s10869-017-9525-6

Kumar, G. V., & Valarmathi, B. (2022). Job crafting: A systematic review and meta-analytical relationships with precursors and work outcomes (2001–2021). Prabandhan: Indian Journal of Management, 15(1), 40–52. https://doi.org/10.17010/pijom/2022/v15i1/167860

Li, C.-F., & Tian, Y.-Z. (2016). Influence of workplace ostracism on employee voice behavior. American Journal of Mathematical and Management Sciences, 35(4), 281–296. https://doi.org/10.1080/01966324.2016.1201444

Li, M., Xu, X., & Kwan, H. K. (2021). Consequences of workplace ostracism: A meta-analytic review. Frontiers in Psychology, 12, 641302. https://doi.org/10.3389/fpsyg.2021.641302

O'Reilly, J., Robinson, S. L., Berdahl, J. L., & Banki, S. (2014). Is negative attention better than no attention? The comparative effects of ostracism and harassment at work. Organization Science, 26(3), 774–793. https://doi.org/10.1287/orsc.2014.0900

Qian, J., Yang, F., Wang, B., Huang, C., & Song, B. (2019). When workplace ostracism leads to burnout: The roles of job self-determination and future time orientation. The International Journal of Human Resource Management, 30(17), 2465–2481. https://doi.org/10.1080/09585192.2017.1326395

Renn, R., Allen, D., & Huning, T. (2013). The relationship of social exclusion at work with self-defeating behavior and turnover. The Journal of Social Psychology, 153(2), 229–249. https://doi.org/10.1080/00224545.2012.723642

Riva, P., Williams, K. D., Torstrick, A. M., & Montali, L. (2014). Orders to shoot (a Camera): Effects of ostracism on obedience. The Journal of Social Psychology, 154(3), 208–216. https://doi.org/10.1080/00224545.2014.883354

Robinson, S. L., O'Reilly, J., & Wang, W. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management, 39(1), 203–231. https://doi.org/10.1177/0149206312466141

Sanjeev, M. A. (2017). Measuring cognitive job satisfaction - Job attributes to be included: A literature review. Prabandhan: Indian Journal of Management, 10(4), 19–32. https://doi.org/10.17010/pijom/2017/v10i4/112763

Sarfraz, M., Qun, W., Sarwar, A., Abdullah, M. I., Imran, M. K., & Shafique, I. (2019). Mitigating effect of perceived organizational support on stress in the presence of workplace ostracism in the Pakistani nursing sector. Psychology Research and Behavior Management, 12, 839–849. https://doi.org/10.2147/PRBM.S210794

Sarwar, A., Abdullah, M. I., Hafeez, H., & Chughtai, M. A. (2020). How does workplace ostracism lead to service sabotage behavior in nurses: A conservation of resources perspective. Frontiers in Psychology, 11, Article 850. https://doi.org/10.3389/fpsyg.2020.00850

Sharma, N., & Dhar, R. L. (2022). From curse to cure of workplace ostracism: A systematic review and future research agenda. Human Resource Management Review, 32(3), 100836. https://doi.org/10.1016/j.hrmr.2021.100836

Syed, A. A., Gupta, S., Rai, D., & Tripathi, R. (2022). Assessing if challenge stressors work as a source of motivation among the employees in the Indian banking industry. Prabandhan: Indian Journal of Management, 15(3), 59–67. https://doi.org/10.17010/pijom/2022/v15i3/162842

Waldeck, D., Banerjee, M., Jenks, R., & Tyndall, I. (2020). Cognitive arousal mediates the relationship between perceived ostracism and sleep quality but it is not moderated by experiential avoidance. Stress & Health, 36(4), 487–495. https://doi.org/10.1002/smi.2946

Wu, C.-H., Liu, J., Kwan, H. K., & Lee, C. (2016). Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. Journal of Applied Psychology, 101(3), 362–378. https://doi.org/10.1037/apl0000063

Wu, W., Wang, H. (J.), & Lu, L. (2018). Will my own perception be enough? A multilevel investigation of workplace ostracism on employee voice. Chinese Management Studies, 12(1), 202–221. https://doi.org/10.1108/CMS-04-2017-0109

Xia, A., Wang, B., Song, B., Zhang, W., & Qian, J. (2019). How and when workplace ostracism influences task performance: Through the lens of conservation of resource theory. Human Resource Management Journal, 29(3), 353–370. https://doi.org/10.1111/1748-8583.12226

Zheng, X., Yang, J., Ngo, H.-Y., Liu, X.-Y., & Jiao, W. (2016). Workplace ostracism and its negative outcomes. Journal of Personnel Psychology, 15(4), 143–151. https://doi.org/10.1027/1866-5888/a000147