Collaborative effect of workplace ostracism and self-efficacy versus job stress
This paper aims to illuminate the association between workplace ostracism and stress since ostracism is the most prevalent form of mistreatment in modern-day work settings. The study also investigates the moderating role of employees’ self-efficacy, gender, and work culture. Data was collected throu...
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| Format: | Article |
| Language: | English |
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Cognitione Foundation for the Dissemination of Knowledge and Science
2019-01-01
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| Series: | Journal of Entrepreneurship, Management and Innovation |
| Subjects: | |
| Online Access: | http://jemi.edu.pl/uploadedFiles/file/all-issues/vol15/issue3/JEMI_Vol15_Issue4_2019_Article4.pdf |
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| _version_ | 1841563043774857216 |
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| author | Ambreen Sarwar Muhammad Ibrahim Abdullah Muddassar Sarfraz Muhammad Kashif Imran |
| author_facet | Ambreen Sarwar Muhammad Ibrahim Abdullah Muddassar Sarfraz Muhammad Kashif Imran |
| author_sort | Ambreen Sarwar |
| collection | DOAJ |
| description | This paper aims to illuminate the association between workplace ostracism and stress since ostracism is the most prevalent form of mistreatment in modern-day work settings. The study also investigates the moderating role of employees’ self-efficacy, gender, and work culture. Data was collected through a survey and structured questionnaires from employees working in both public and private sector banks in Pakistan. Data Analysis was conducted using statistical techniques such as bootstrapping, regression analysis and process macros. The study findings reveal that workplace ostracism is positively related to stress; and negatively related to employee's self-efficacy. Gender and organizational work culture have a moderating relationship. Self-efficacy mitigated the adverse effects of workplace ostracism in the form of stress, as self-efficacious employees tend to experience less stress in their workplace. Organizations must take account of the stress-mitigating impact of self-efficacy which is principally strong for producing acceptable performance since mistreatment and impolite behaviors cannot be evaded and prevented entirely in the social context of the contemporary workplace. Implications and future research directions are discussed in light of the findings. |
| format | Article |
| id | doaj-art-10ba13aab89b4eba9a9fee2db3780b7f |
| institution | Kabale University |
| issn | 2299-7326 |
| language | English |
| publishDate | 2019-01-01 |
| publisher | Cognitione Foundation for the Dissemination of Knowledge and Science |
| record_format | Article |
| series | Journal of Entrepreneurship, Management and Innovation |
| spelling | doaj-art-10ba13aab89b4eba9a9fee2db3780b7f2025-01-03T00:18:06ZengCognitione Foundation for the Dissemination of Knowledge and ScienceJournal of Entrepreneurship, Management and Innovation2299-73262019-01-0115410713810.7341/20191544Collaborative effect of workplace ostracism and self-efficacy versus job stressAmbreen Sarwar0Muhammad Ibrahim Abdullah1Muddassar Sarfraz2Muhammad Kashif Imran3 Department of Management Sciences, Comsats University Islamabad, Lahore Campus, 1.5 KM Defense Road Off Raiwand Rd, Pakistan Department of Management Sciences, Comsats University Islamabad, Lahore Campus, 1.5 KM Defense Road, Off Raiwand, Pakistan 54000, Department of Management and HR, Business School, Hohai University, Focheng Road Nanjing, Jiangsu, PR China 211100 Department of Management Sciences, The Islamia University of Bahawalpur, University Chowk, Bahawalpur, Pakistan 63100 This paper aims to illuminate the association between workplace ostracism and stress since ostracism is the most prevalent form of mistreatment in modern-day work settings. The study also investigates the moderating role of employees’ self-efficacy, gender, and work culture. Data was collected through a survey and structured questionnaires from employees working in both public and private sector banks in Pakistan. Data Analysis was conducted using statistical techniques such as bootstrapping, regression analysis and process macros. The study findings reveal that workplace ostracism is positively related to stress; and negatively related to employee's self-efficacy. Gender and organizational work culture have a moderating relationship. Self-efficacy mitigated the adverse effects of workplace ostracism in the form of stress, as self-efficacious employees tend to experience less stress in their workplace. Organizations must take account of the stress-mitigating impact of self-efficacy which is principally strong for producing acceptable performance since mistreatment and impolite behaviors cannot be evaded and prevented entirely in the social context of the contemporary workplace. Implications and future research directions are discussed in light of the findings.http://jemi.edu.pl/uploadedFiles/file/all-issues/vol15/issue3/JEMI_Vol15_Issue4_2019_Article4.pdfworkplace ostracismstressself-efficacyconservation of resources theorybanking industrypakistanpunjab |
| spellingShingle | Ambreen Sarwar Muhammad Ibrahim Abdullah Muddassar Sarfraz Muhammad Kashif Imran Collaborative effect of workplace ostracism and self-efficacy versus job stress Journal of Entrepreneurship, Management and Innovation workplace ostracism stress self-efficacy conservation of resources theory banking industry pakistan punjab |
| title | Collaborative effect of workplace ostracism and self-efficacy versus job stress |
| title_full | Collaborative effect of workplace ostracism and self-efficacy versus job stress |
| title_fullStr | Collaborative effect of workplace ostracism and self-efficacy versus job stress |
| title_full_unstemmed | Collaborative effect of workplace ostracism and self-efficacy versus job stress |
| title_short | Collaborative effect of workplace ostracism and self-efficacy versus job stress |
| title_sort | collaborative effect of workplace ostracism and self efficacy versus job stress |
| topic | workplace ostracism stress self-efficacy conservation of resources theory banking industry pakistan punjab |
| url | http://jemi.edu.pl/uploadedFiles/file/all-issues/vol15/issue3/JEMI_Vol15_Issue4_2019_Article4.pdf |
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