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

Q2 Business, Management and Accounting

Prabandhan: Indian Journal of Management Pub Date : 2023-03-06 DOI:10.17010/pijom/2023/v16i3/170600

Arunangshu Giri, S. Chatterjee, J. Salo

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引用次数: 0

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. © 2023, Associated Management Consultants Pvt. Ltd. All rights reserved.

查看原文本刊更多论文

将工作场所排斥与工作绩效联系起来:一个考虑“新常态”情况的概念框架

职场排斥是一种普遍存在的现象，存在于大多数组织中。然而，它经常被忽视，这给员工和组织带来了可怕的后果。职场排斥直接影响员工的工作绩效。此外，在新冠肺炎大流行出现后，各组织仍在适应“新常态”。由于这种情况以前从未预见到，在这个时间点上，工作场所的排斥正在成为当今组织中一个新兴的问题。这篇短文旨在深入研究职场排斥现象，找出职场排斥与员工工作绩效之间的关系，并建立一个概念模型。这个概念模型是在广泛的文献回顾的帮助下发展起来的。研究结果表明，职场排斥对员工的个人和职业方面都有影响，导致员工绩效的变化。此外，外部支持、文化和宗教信仰等调节变量显著影响了工作场所排斥与不同方面的关系。因此，本研究可以作为人力资源管理者制定策略以阻止工作场所排斥现象在各自组织中的增长的参考。©2023，联合管理顾问有限公司版权所有。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Prabandhan: Indian Journal of Management Business, Management and Accounting-Business, Management and Accounting (all)

CiteScore

3.30

自引率

0.00%

发文量

期刊介绍： Prabandhan: Indian Journal of Management (ISSN 0975-2854) : is a double blind peer reviewed refereed monthly journal that publishes papers on diverse areas of management such as Human Resource Management, Organizational Behaviour and Organizational Management, International Business, Knowledge Management, Environmental Management, Data Analysis and Decision Making, Technology and Operations Management, Strategic Decision Making, Negotiations and Competitive Decision Making, Ethics in Management, Corporate Governance, Corporate Social Responsibility, Public Management, Rural Management, General Management, Hotel Management, Intellectual Property Rights, Education Management, Communication Management, Lifecycle Management, Spiritual Management, Tourism Management, Hospitality Management, Leisure Management, Inventory Management, Waste Management, Hospital Management, among others. The objective of the Journal is to disseminate knowledge, which ensures good practice of professional management and its focal point is on research and reflections relevant to academicians and practicing managers. The Journal enjoys a pan India reach and a discernible international subscriber and readership base.