Effect of workplace ostracism on employee initiative behaviour: a chained double mediation model

Abstract

Purpose

This study aims to test a holistic model that investigates the direct influence of workplace ostracism on employee initiative behaviour, along with the mediating role of organisational identity and work well-being.

Design/methodology/approach

A series of questionnaire surveys were conducted to collect data in three time lags and multiple sources; 261 supervisor–subordinate matched samples were finally obtained. The hypothesized relationships were tested using structural equation modelling and the ProClin program.

Findings

The results suggest that workplace ostracism is negatively related to employee initiative behaviour, and organisational identity and work well-being play mediating roles. The analysis further confirms that organisational identity and work well-being play a chained double mediating role between workplace ostracism and employee initiative behaviour.

Originality/value

This study demonstrates the influence of negative work situation on employee initiative behaviour, specifically the role of workplace ostracism, and expands the theoretical foundation of the relationship. It further provides inspiration and serves as a reference for local Chinese management practices.

Citation

Cheng, C. and Ma, J. (2022), "Effect of workplace ostracism on employee initiative behaviour: a chained double mediation model", Journal of Managerial Psychology, Vol. 37 No. 8, pp. 765-778. https://doi.org/10.1108/JMP-10-2021-0541