Karim Dewan Niamul, Abdul Majid Abdul Halim, Omar Khatijah, Aburumman Omar Jaber
Department of Management Studies, Faculty of Business Studies, Jahangirnagar University, Bangladesh.
School of Business Management/Institute for Business Competitiveness, Standards and Sustainability Initiative, Universiti Utara Malaysia, Malaysia.
Heliyon. 2021 Jun 11;7(6):e07280. doi: 10.1016/j.heliyon.2021.e07280. eCollection 2021 Jun.
Despite a widespread consensus towards the implications of workplace ostracism to employees, little research attention has been paid to exploring its determinants, especially in the educational sector. In the context of higher education institutions, workplace ostracism can lead to a number of undesired outcomes, such as deviant workplace behavior, turnover, and decreased job performance. Thus, this study aims to explore the role of perceived organizational politics in promoting workplace ostracism. Drawing on the social exchange theory, the study also attempts to identify the mediating role of interpersonal distrust in the relationship between perceived organizational politics and workplace ostracism in higher education institutions. Data were conveniently collected from 154 full-time faculty members serving in five public universities in Bangladesh. To test the research hypotheses, the study employed partial least squares path modeling. The findings revealed that there is a significant positive association between perceived organizational politics and workplace ostracism and that interpersonal distrust plays an intervening role in the relationship. These results highlight the role of perceived organizational politics and interpersonal distrust in shaping academics' workplace ostracism. Based on the findings, the study suggests both practical and theoretical implications with directions for future research.
尽管对于职场排斥对员工的影响已达成广泛共识，但很少有研究关注探索其决定因素，尤其是在教育领域。在高等教育机构的背景下，职场排斥会导致一些不良后果，如工作场所的越轨行为、离职和工作绩效下降。因此，本研究旨在探讨感知到的组织政治在促进职场排斥方面的作用。基于社会交换理论，本研究还试图确定人际不信任在高等教育机构中感知到的组织政治与职场排斥关系中的中介作用。数据是从孟加拉国五所公立大学的154名全职教师中方便地收集的。为了检验研究假设，本研究采用了偏最小二乘路径建模。研究结果表明，感知到的组织政治与职场排斥之间存在显著的正相关，并且人际不信任在两者关系中起干预作用。这些结果凸显了感知到的组织政治和人际不信任在塑造学术人员职场排斥方面的作用。基于研究结果，本研究提出了实践和理论意义以及未来研究的方向。
