The Effect of Workplace Ostracism on Job Performance: Mediating Role of Self-Esteem and Moderated by Contingent Self Esteem

Abstract

Workplace Ostracism on Job Performance has an imperative role in organizations. In this research, the researcher studies the effect of Workplace Ostracism on Job Performance: mediating role of Self-Esteem and moderated by Contingent Self-Esteem. The researcher defined Workplace Ostracism as individuals perceiving themselves as self-ignore in their workplace. Voluntary behavior deals with Workplace Deviance as it disturbs the norms and rules of the organization. The motive of this study was to evaluate how Work-Place Ostracism impacts employee job performance. The researcher used a quantitative technique to generalize the result. A structured questionnaire was conducted to find out the generosity of the result. The Population of this study was the employees of three commercial Banks, HBL, UBL, and MCB of Rawalpindi and Islamabad. The sampling technique was the Purposive sampling. The sample size was 310, which was taken by the formula table of krejcie and Morgan. Validity of scale is checked through confirmatory factor analysis. CFA Data analysis is done through SPSS and AMOS; results of the direct and indirect hypotheses will be accepted or rejected on their P-value and t-value. The Results show that Workplace Ostracism and Global Self-Esteem Level are negatively related to ignorance, contributing to low self-esteem levels. Relatedness between GSE and Job Performance is positive. The higher self-esteem involves employees in intrinsic behavior and Organization Citizenship Behavior. On the other hand, Global Self-Esteem is negatively related to Workplace Deviance; results show that as the Self-Esteem is high, the Workplace Deviance in the organization decreases among employees.