Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/254201 
Authors: 
Year of Publication: 
2020
Citation: 
[Journal:] European Journal of Management and Business Economics (EJM&BE) [ISSN:] 2444-8451 [Volume:] 29 [Issue:] 3 [Publisher:] Emerald [Place:] Bingley [Year:] 2020 [Pages:] 333-345
Publisher: 
Emerald, Bingley
Abstract: 
Purpose Based on the conservation of resource theory, this study developed and tested the relationship between workplace ostracism and job performance. And it assumes that the direct link between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior is moderated by perceived organizational support. Design/methodology/approach For this, this study used a survey method and multiple regression analyses with multisource data from 256 Korean employees and their supervisors. Findings The results suggest the following. First, workplace ostracism was negatively associated with supervisor-rated in-role performance and organizational citizenship behaviors. Second, there was a stronger negative relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behaviors for employees with low as opposed to those with high levels of perceived organizational support. Originality/value This study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior.
Subjects: 
Workplace ostracism
In-role performance
Organizational citizenship behavior
Perceived organizational support
Persistent Identifier of the first edition: 
Creative Commons License: 
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Document Type: 
Article

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