How does Workplace Ostracism Affect Employee Performance? Mediating Role of Psychological Resilience, Moderated Mediation Role of Cyberloafing

IF 1.5 Q3 MANAGEMENT Organizacija Pub Date : 2023-02-01 DOI:10.2478/orga-2023-0004

Murat Bas, M. Şirin

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引用次数: 1

Abstract

Abstract Background and Purpose: Workplace ostracism is the situation in which the employee is rejected and ignored by the employees in the same workplace. Since this is a situation that prevents the success of the employees, it affects the performance of the employee. In this respect we assume that it is an important mediator in terms of experiencing psychological resilience in this relationship. In our research model, we also suggested that cyberloafing will affect the severity of the relationship between workplace ostracism and resilience. Therefore, we suggested that psychological resilience would have a mediator role and cyberloafing would have a moderating role in the relationship between workplace ostracism and employee performance, based on the opinions of employees. Design/Methodology/Approach: Data were obtained from 482 employees of Erzincan Municipality by utilizing the survey method. The obtained data were analyzed by using structural equation modeling to test our hypotheses. Results: It was found that there is a significant and positive correlation between workplace ostracism and psychological resilience, a significant and positive correlation between psychological resilience and employee performance, and a significant and negative correlation between workplace ostracism and employee performance. In addition, it was determined that workplace ostracism has an indirect effect on employee performance through psychological resilience, and cyberloafing has a moderating role in this indirect relationship. Conclusion: Our results showed the importance of the mediator role of psychological resilience and the moderator role of cyberloafing in the relationship between perceived workplace ostracism and employee performance.

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职场排斥如何影响员工绩效？心理弹性的中介作用，网络游手好闲的适度中介作用

摘要背景和目的：工作场所排斥是指员工在同一工作场所被员工拒绝和忽视的情况。由于这种情况会阻碍员工的成功，因此会影响员工的绩效。在这方面，我们认为它是在这种关系中体验心理弹性的重要中介。在我们的研究模型中，我们还表明，网络闲逛会影响工作场所排斥和韧性之间关系的严重性。因此，根据员工的意见，我们认为心理弹性在工作场所排斥和员工表现之间的关系中起着中介作用，而网络游手好闲在其中起着调节作用。设计/方法/方法：采用调查方法从埃尔津坎市482名员工中获得数据。通过使用结构方程模型对所获得的数据进行分析，以检验我们的假设。结果：研究发现，职场排斥与心理弹性呈正相关，心理弹性与员工绩效呈正相关，职场排斥和员工绩效负相关。此外，研究发现，工作场所的排斥通过心理弹性对员工表现产生间接影响，而网络游手好闲在这种间接关系中起着调节作用。结论：我们的研究结果表明，心理弹性的中介作用和网络闲逛的调节作用在感知的工作场所排斥与员工表现之间的关系中具有重要意义。

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来源期刊

Organizacija MANAGEMENT-

CiteScore

3.50

自引率

15.80%

发文量

审稿时长

16 weeks

期刊介绍： Organizacija (Journal of Management, Information Systems and Human Resources) is an interdisciplinary peer reviewed journal that seeks both theoretical and practical papers devoted to managerial aspects of the subject matter indicated in the title. In particular the journal focuses on papers which cover state-of art developments in the subject area of the journal, its implementation and use in the organizational practice. Organizacija is covered by numerous Abstracting & Indexing services, including SCOPUS.