Impact of Workplace Ostracism on Employee Performance with the Moderating role of Organizational Culture

Abstract

Workplace ostracism is such a kind of bullying attitude that is mostly common in the current workplace environment. Such organisational behaviour hurts employees' confidence and loyalty towards the firm's goal. To fulfil such an aim, this study has been designed to analyse the impact of workplace ostracism on employee performance in the moderating role of organisational culture in the Pakistan context. In its methodology portion, a quantitative research design approach was considered for accurate data collection and analysis. Different closed-ended questions were asked by HR managers and experienced employees in the Pakistani service sector. The stratified convenience sampling technique was implemented for accurate data collection, and 198 out of 250 respondents gave valid responses. In its analysis, linear regression and moderating analysis are used for statistical analysis. The results depicted that workplace ostracism caused a significant and negative impact on employee productivity in the Southern Punjab-based service sector of Pakistan. Also, the organisational culture acted as a significant moderator in the relationship between workplace ostracism and employee productivity within an organisation. This study is an informative source for Pakistani management and decision-makers to consider the drawbacks of ostracism culture and its negative impact on employee productivity. They can consider it to enhance their HR policies and strategies. Also, its reliable data can be considered by upcoming scholars in their future analyses. However, this study had some limitations in the methodological and contextual context, which future researchers can overcome. This study also covered the gap in previous studies by highlighting the ostracism culture prevailing among most service sectors in Southern Punjab, Pakistan. Also, this paper provides a hypothetical base for future study and the managerial decisions to minimise such bullying culture within an organisation.