Workplace ostracism, organizational cynicism, hardiness and counterproductive work behavior among bankers
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Date
2020
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UMT Lahore
Abstract
This study aimed to find out the relationship of workplace ostracism,
counterproductive work behavior and mediating role of organizational cynicism and
the moderating role of hardiness among bankers. This study used cross-sectional
research design. Data consisted of N=372 bankers of private and government banks
from men (N = 186) and women (N =186) for this study. Workplace ostracism scale
(Ferris et al., 2008); organizational cynicism scale (Wilerson, Evans & Davis,
2008); hardiness scale (Sinclair & Oliver, 2004); & self-serving counterproductive
work behavior (Fariha, 2019) were used. Pearson product moment correlation
analysis was carried out and the result showed that workplace ostracism was found
to be significantly positively correlated with organizational cynicism, hardiness and
counterproductive work behavior whereas, organizational cynicism and hardiness
were also found to be significantly positively associated with counterproductive
work behavior. The mediation analysis showed that workplace ostracism and
organizational cynicism were found to be significantly positively predicted
counterproductive work behavior. Moderation analysis showed that the main effect
of workplace ostracism and hardiness were found to be a significant positive
predictor of counterproductive work behavior. The finding indicates that ostracized
worker indulged in negative behavior so high authority should arrange some
workshop on hardiness so their worker will work in healthy environment more
effectively. Limitations and recommendations are discussed.