Workplace Ostracism, Psychological Flexibility and Counterproductive Work Behavior in Bank Employees

Faiza Latif (BS, 2014-2018) Supervisor: Zaeema Farooq

University: Institute of Applied Psychology, Punjab University, Lahore, Pakistan

Corresponding Address: Department of Applied Psychology, University of the Punjab, Lahore, Pakistan. Email: chairperson@appsy.pu.edu.pk, Phone: 92-42-9231245

Abstract:

Workplace ostracism is very powerful and ubiquitous phenomena which has negative impacts on organizational performance as well as on individual performance. Purpose of this study was to determine the relationship between workplace ostracism, psychological flexibility and counterproductive work behavior in bank employees. It was hypothesized that there would be relationship between workplace ostracism, psychological flexibility and counterproductive work behavior in employees of banking sector. Workplace ostracism and psychological flexibility would predict counterproductive work behavior. Moreover, psychological flexibility is likely to moderate the relationship between workplace ostracism and counterproductive work behavior. Correlational research design and purposive sampling strategy were used to recruit sample of bank employees (N = 125; 81 men, 44 women) with age range 25 to 40 years collected from private banks of Lahore. Workplace Ostracism Scale (Ferris et al., 2008), Acceptance and Action Questionnaire-II (Bond et al., 2011) and Counterproductive Work Behavior Scale (Yang and Diefendorff, 2009) were used for data collection. Correlational analysis revealed that there was a positive relationship between workplace ostracism, psychological flexibility and counterproductive work behavior. Workplace ostracism and psychological flexibility positively predicted counterproductive work behavior. Psychological flexibility moderated the relationship between workplace ostracism and counterproductive work behavior. Present study will be helpful for organizations and managers to carefully examine and handle the situation when employees report that they are ostracized. They can easily identify the actual cause of ostracism at workplace and prevent employees to engage in counterproductive work behavior through their assistance.

Keywords:    Workplace ostracism, psychological flexibility, counterproductive work behavior.

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