Coping with workplace ostracism: the roles of emotional exhaustion and resilience in deviant behavior

Hongyan Jiang · Peizhen Sun · Xiuping Li

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Job Satisfaction and Organizational Behavior Stress and Burnout Research Workplace Violence and Bullying

Abstract

Purpose The purpose of this paper is to explicate the relationship between workplace ostracism and deviant behavior, and further test the mediating role of emotional exhaustion and the moderating role of resilience. Design/methodology/approach A sample of 409 first-line production workers from four manufacturing enterprises in China was collected. A moderated mediation analysis was employed to test the hypotheses and examine the relationships proposed in the research framework. Findings The findings indicate that emotional exhaustion could mediate the relationship between workplace ostracism and deviant behavior. Moreover, the results from the moderated mediation analysis suggest that the mediation of emotional exhaustion is moderated by resilience such that with a higher level of resilience, the mediation effect of emotional exhaustion becomes weaker. Research limitations/implications The participants of this study are limited to manufacturing enterprises, and thus our findings may not be equally valid for other types of industries. Meanwhile, this study is a cross-sectional research that could not explain the causal relationship between workplace ostracism and deviant behavior. Practical implications The present research can offer some managerial implications about how to avoid the occurrence of workplace ostracism and deviant behavior for organizations. Originality/value This study constructs a moderated mediation model by introducing the potential mediating role of emotional exhaustion and the moderating effect of resilience in order to reveal the mechanism through which workplace ostracism relates to deviant behavior. Our research not only integrates and enriches the ideas of the Stress-Non-Equilibrium-Compensation Approach and the Transactional Model of Stress and Coping Theory but could also inform future management practices for mitigating the negative consequences of workplace ostracism.

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References

1981The measurement of experienced burnout 1960The Norm of Reciprocity: A Preliminary Statement 1995A TYPOLOGY OF DEVIANT WORKPLACE BEHAVIORS: A MULTIDIMENSIONAL SCALING STUDY.1996A meta-analytic examination of the correlates of the three dimensions of job burnout.2000Development of a measure of workplace deviance.2000The construct of resilience: Implications for interventions and social policies 2005Why Does Social Exclusion Hurt? The Relationship Between Social and Physical Pain.2004How low can you go? Ostracism by a computer is sufficient to lower self-reported levels of belonging, control, self-esteem, and meaningful existence

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2021RETRACTED: Linking workplace ostracism to turnover intention: A moderated mediation approach 2022When and how workplace ostracism leads to interpersonal deviance: The moderating effects of self-control and negative affect 2021Manifestations of workplace ostracism: an insight into academics' psychological well-being 2021Workplace ostracism and employee silence: an identity-based perspective 2023

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