Workplace ostracism and job performance: the moderated mediation model of organization-based self-esteem and performance goal orientation
PurposeThis study established and examined a moderated mediation model connecting workplace ostracism with job performance. Drawing from the viewpoint of self-esteem threat, the model posits that the effect of workplace ostracism on job performance is mediated by levels of organization-based self-es...
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| Veröffentlicht in: | Career development international 2022-04, Vol.27 (2), p.260-273 |
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| container_title | Career development international |
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| creator | Kuo, Chien-Chih Wu, Chih-Ying |
| description | PurposeThis study established and examined a moderated mediation model connecting workplace ostracism with job performance. Drawing from the viewpoint of self-esteem threat, the model posits that the effect of workplace ostracism on job performance is mediated by levels of organization-based self-esteem, while the relationship between workplace ostracism and organization-based self-esteem is moderated by performance goal orientation.Design/methodology/approachMultisource data were collected from 160 employees and their immediate supervisors in Taiwan.FindingsAs predicted in the research model, workplace ostracism was found to decrease organization-based self-esteem and, therefore, hinder employees' job performance. Performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem.Practical implicationsTo eliminate the negative impact of workplace ostracism, supervisors can help ostracized employees to self-regulate by aligning their performance goal orientation to reduce the perception of self-esteem threat.Originality/valueThis study provides evidence of boundary conditions for the relationship between workplace ostracism and job performance and explores the impact of self-regulation on ostracized employees' organization-based self-esteem and subsequent job performance. |
| doi_str_mv | 10.1108/CDI-02-2021-0035 |
| format | Article |
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Drawing from the viewpoint of self-esteem threat, the model posits that the effect of workplace ostracism on job performance is mediated by levels of organization-based self-esteem, while the relationship between workplace ostracism and organization-based self-esteem is moderated by performance goal orientation.Design/methodology/approachMultisource data were collected from 160 employees and their immediate supervisors in Taiwan.FindingsAs predicted in the research model, workplace ostracism was found to decrease organization-based self-esteem and, therefore, hinder employees' job performance. Performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem.Practical implicationsTo eliminate the negative impact of workplace ostracism, supervisors can help ostracized employees to self-regulate by aligning their performance goal orientation to reduce the perception of self-esteem threat.Originality/valueThis study provides evidence of boundary conditions for the relationship between workplace ostracism and job performance and explores the impact of self-regulation on ostracized employees' organization-based self-esteem and subsequent job performance.</description><identifier>ISSN: 1362-0436</identifier><identifier>EISSN: 1758-6003</identifier><identifier>DOI: 10.1108/CDI-02-2021-0035</identifier><language>eng</language><publisher>Bradford: Emerald Publishing Limited</publisher><subject>Behavior ; Career Development ; Employees ; Goal Orientation ; Job performance ; Job Satisfaction ; Meta Analysis ; Motivation ; Ostracism ; Peers ; Regulation ; Researchers ; Self esteem ; Self Evaluation (Individuals) ; Self image ; Threats ; Work Attitudes</subject><ispartof>Career development international, 2022-04, Vol.27 (2), p.260-273</ispartof><rights>Emerald Publishing Limited</rights><rights>Emerald Publishing Limited.</rights><lds50>peer_reviewed</lds50><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-c383t-728760c8b0ba0d3b045c171144354e6ecb5725576ad744f78b9d69681f527bb13</citedby><cites>FETCH-LOGICAL-c383t-728760c8b0ba0d3b045c171144354e6ecb5725576ad744f78b9d69681f527bb13</cites><orcidid>0000-0003-3168-5818 ; 0000-0001-7872-8163</orcidid></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><linktohtml>$$Uhttps://www.emerald.com/insight/content/doi/10.1108/CDI-02-2021-0035/full/html$$EHTML$$P50$$Gemerald$$H</linktohtml><link.rule.ids>314,776,780,21674,27901,27902,53219</link.rule.ids></links><search><creatorcontrib>Kuo, Chien-Chih</creatorcontrib><creatorcontrib>Wu, Chih-Ying</creatorcontrib><title>Workplace ostracism and job performance: the moderated mediation model of organization-based self-esteem and performance goal orientation</title><title>Career development international</title><description>PurposeThis study established and examined a moderated mediation model connecting workplace ostracism with job performance. 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Performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem.Practical implicationsTo eliminate the negative impact of workplace ostracism, supervisors can help ostracized employees to self-regulate by aligning their performance goal orientation to reduce the perception of self-esteem threat.Originality/valueThis study provides evidence of boundary conditions for the relationship between workplace ostracism and job performance and explores the impact of self-regulation on ostracized employees' organization-based self-esteem and subsequent job performance.</description><subject>Behavior</subject><subject>Career Development</subject><subject>Employees</subject><subject>Goal Orientation</subject><subject>Job performance</subject><subject>Job Satisfaction</subject><subject>Meta Analysis</subject><subject>Motivation</subject><subject>Ostracism</subject><subject>Peers</subject><subject>Regulation</subject><subject>Researchers</subject><subject>Self esteem</subject><subject>Self Evaluation (Individuals)</subject><subject>Self image</subject><subject>Threats</subject><subject>Work Attitudes</subject><issn>1362-0436</issn><issn>1758-6003</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2022</creationdate><recordtype>article</recordtype><sourceid>BENPR</sourceid><sourceid>GUQSH</sourceid><sourceid>M2O</sourceid><recordid>eNptkUtLLDEQhRtR8Ll3GXAdrSSdh-5k9KoguFFchiRdrT12d8akXeg_8F_fzIyggotQSXG-U-FUVR0yOGYMzMns4oYCpxw4owBCblQ7TEtDVXlslrtQnEIt1Ha1m_McoEBc7lSfjzG9LHoXkMQ8JRe6PBA3NmQePVlgamMa3BjwjEzPSIbYYHITNmTApnNTF8dVryexJTE9ubH7WHWpd7moMvYtxTwhrk1_GJKn6AqWOhynFbJfbbWuz3jwVfeqh3-X97Nrent3dTM7v6VBGDFRzY1WEIwH76ARHmoZmGasroWsUWHwUnMptXKNrutWG3_aqFNlWCu59p6Jvepo7btI8fWtfM7O41say0jLVa2UZlKZooK1KqSYc8LWLlI3uPRuGdhl4LYEboHbZeB2GXhByBrBEMcufwOGGc6hnCI5-ZIMJce--cv01xbFf4NojTY</recordid><startdate>20220405</startdate><enddate>20220405</enddate><creator>Kuo, Chien-Chih</creator><creator>Wu, Chih-Ying</creator><general>Emerald Publishing Limited</general><general>Emerald Group Publishing Limited</general><scope>OQ6</scope><scope>AAYXX</scope><scope>CITATION</scope><scope>0-V</scope><scope>0U~</scope><scope>1-H</scope><scope>3V.</scope><scope>7RQ</scope><scope>7WY</scope><scope>7WZ</scope><scope>7XB</scope><scope>8FK</scope><scope>ABUWG</scope><scope>AFKRA</scope><scope>ALSLI</scope><scope>AZQEC</scope><scope>BENPR</scope><scope>BEZIV</scope><scope>CCPQU</scope><scope>CJNVE</scope><scope>DWQXO</scope><scope>F~G</scope><scope>GNUQQ</scope><scope>GUQSH</scope><scope>K6~</scope><scope>L.-</scope><scope>L.0</scope><scope>M0C</scope><scope>M0P</scope><scope>M2O</scope><scope>MBDVC</scope><scope>PQBIZ</scope><scope>PQEDU</scope><scope>PQEST</scope><scope>PQQKQ</scope><scope>PQUKI</scope><scope>Q9U</scope><scope>U9A</scope><orcidid>https://orcid.org/0000-0003-3168-5818</orcidid><orcidid>https://orcid.org/0000-0001-7872-8163</orcidid></search><sort><creationdate>20220405</creationdate><title>Workplace ostracism and job performance: the moderated mediation model of organization-based self-esteem and performance goal orientation</title><author>Kuo, Chien-Chih ; Wu, Chih-Ying</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c383t-728760c8b0ba0d3b045c171144354e6ecb5725576ad744f78b9d69681f527bb13</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2022</creationdate><topic>Behavior</topic><topic>Career Development</topic><topic>Employees</topic><topic>Goal Orientation</topic><topic>Job performance</topic><topic>Job Satisfaction</topic><topic>Meta Analysis</topic><topic>Motivation</topic><topic>Ostracism</topic><topic>Peers</topic><topic>Regulation</topic><topic>Researchers</topic><topic>Self esteem</topic><topic>Self Evaluation (Individuals)</topic><topic>Self image</topic><topic>Threats</topic><topic>Work Attitudes</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Kuo, Chien-Chih</creatorcontrib><creatorcontrib>Wu, Chih-Ying</creatorcontrib><collection>ECONIS</collection><collection>CrossRef</collection><collection>ProQuest Social Sciences Premium Collection</collection><collection>Global News & ABI/Inform Professional</collection><collection>Trade PRO</collection><collection>ProQuest Central (Corporate)</collection><collection>Career & Technical Education Database</collection><collection>ABI/INFORM Collection</collection><collection>ABI/INFORM Global (PDF only)</collection><collection>ProQuest Central (purchase pre-March 2016)</collection><collection>ProQuest Central (Alumni) (purchase pre-March 2016)</collection><collection>ProQuest Central (Alumni Edition)</collection><collection>ProQuest Central UK/Ireland</collection><collection>Social Science Premium Collection</collection><collection>ProQuest Central Essentials</collection><collection>ProQuest Central</collection><collection>Business Premium Collection</collection><collection>ProQuest One Community College</collection><collection>Education Collection</collection><collection>ProQuest Central Korea</collection><collection>ABI/INFORM Global (Corporate)</collection><collection>ProQuest Central Student</collection><collection>Research Library Prep</collection><collection>ProQuest Business Collection</collection><collection>ABI/INFORM Professional Advanced</collection><collection>ABI/INFORM Professional Standard</collection><collection>ABI/INFORM Global</collection><collection>Education Database</collection><collection>Research Library</collection><collection>Research Library (Corporate)</collection><collection>ProQuest One Business</collection><collection>ProQuest One Education</collection><collection>ProQuest One Academic Eastern Edition (DO NOT USE)</collection><collection>ProQuest One Academic</collection><collection>ProQuest One Academic UKI Edition</collection><collection>ProQuest Central Basic</collection><jtitle>Career development international</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Kuo, Chien-Chih</au><au>Wu, Chih-Ying</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Workplace ostracism and job performance: the moderated mediation model of organization-based self-esteem and performance goal orientation</atitle><jtitle>Career development international</jtitle><date>2022-04-05</date><risdate>2022</risdate><volume>27</volume><issue>2</issue><spage>260</spage><epage>273</epage><pages>260-273</pages><issn>1362-0436</issn><eissn>1758-6003</eissn><abstract>PurposeThis study established and examined a moderated mediation model connecting workplace ostracism with job performance. 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Performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem.Practical implicationsTo eliminate the negative impact of workplace ostracism, supervisors can help ostracized employees to self-regulate by aligning their performance goal orientation to reduce the perception of self-esteem threat.Originality/valueThis study provides evidence of boundary conditions for the relationship between workplace ostracism and job performance and explores the impact of self-regulation on ostracized employees' organization-based self-esteem and subsequent job performance.</abstract><cop>Bradford</cop><pub>Emerald Publishing Limited</pub><doi>10.1108/CDI-02-2021-0035</doi><tpages>14</tpages><orcidid>https://orcid.org/0000-0003-3168-5818</orcidid><orcidid>https://orcid.org/0000-0001-7872-8163</orcidid></addata></record> |
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| subjects | Behavior Career Development Employees Goal Orientation Job performance Job Satisfaction Meta Analysis Motivation Ostracism Peers Regulation Researchers Self esteem Self Evaluation (Individuals) Self image Threats Work Attitudes |
| title | Workplace ostracism and job performance: the moderated mediation model of organization-based self-esteem and performance goal orientation |
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