Impact of Workplace Ostracism on Turnover Intention with mediation of Organizational Cynicism

Neha Younis, Sadia Idrees, Saif ur Rahman

Abstract

Purpose – The purpose of this study is to examine that how employees feels ostracize in an organization and develop negative behavioral outcomes like cynicism which leads to turnover intention, based on conservation of resource theory. The cynicism is tested as mediator between ostracism and turnover intention, to examine that how the experience of being ostracized appeared in the form of negative emotions and cynical behavior with reference to other employees and employer which brings out the intention to leave the job.

Design/methodology/approach – Using the convenience sampling for collection of data, the link of google form questionnaire is sent to 420 people who are currently working in any organization. The questionnaire is consists of 25-items. The item-response theory by (Krejcie & Morgan, 1970) was use for determining the sample size. The SEM is utilized to verify the research model.

Findings – There is no direct relationship found between workplace ostracism and organizational cynicism but there is strong and positive relationship found between workplace ostracism and turnover intention and organizational cynicism with turnover intention. There is partial mediation of organizational cynicism found between workplace ostracism and turnover intention.

Limitations – This study is based on cross-sectional data. The results of the study cannot be generalized to all organizations due to limited access in data collection.

Practical implications –This study highlights the importance of conserving personal resources while you are at workplace. This study is provided assistance to the members of the organization to understand that how to identify ostracized employees. This study has successfully identified the importance of employee’s mental health.

Originality/value – This study measured the exact relationship of workplace ostracism with organizational cynicism and their impact of turnover intention using conservation of resource theory.