Impact of Workplace Ostracism on Organizational Citizenship Behavior: The Mediating Role of Job Performance and The Moderating Role of Perceived Organizational Support
Keywords:
Workplace ostracism, Organizational citizenship behavior, Job performance, Perceived organizational support, Social exchange theory, PakistanAbstract
This study investigates the mediating role of job performance in the relationship between
workplace ostracism and organizational citizenship behaviour (OCB). It also examines the
moderating effect of perceived organizational support (POS) on the relationship between job
performance and OCB. Using a cross-sectional design, quantitative data was collected through
questionnaires from 250 mid-level managers in Pakistan's automotive assembly sector. Statistical
analysis using PLS-SEM revealed that workplace ostracism has a significant negative influence
on job performance (? = -0.527), while job performance has a significant positive influence on
OCB (? = 0.278). The findings confirm that job performance significantly mediates the negative
effects of workplace ostracism on OCB. However, the moderating role of perceived organizational
support was not statistically supported. These results provide key insights for managers and
policymakers, emphasizing the need for inclusive policies to combat workplace ostracism, which
can in turn enhance employee performance and foster positive citizenship behaviours within
organizations.
