Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior
Workplace deviant behavior (WDB) and workplace ostracism (WO) have emerged as one of the most toxic behaviors that breed self-protection and self-interest in today’s organizations. However, limited evidence is available on the underlying factors, such as organizational conflict (OC), knowledge-shari...
| Main Authors: | , , , |
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| Format: | Article |
| Language: | English |
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Taylor & Francis Group
2021-01-01
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| Series: | Cogent Business & Management |
| Subjects: | |
| Online Access: | http://dx.doi.org/10.1080/23311975.2021.1941586 |
| _version_ | 1798033709609254912 |
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| author | Umer Zaman Shahid Nawaz Owais Shafique Saba Rafique |
| author_facet | Umer Zaman Shahid Nawaz Owais Shafique Saba Rafique |
| author_sort | Umer Zaman |
| collection | DOAJ |
| description | Workplace deviant behavior (WDB) and workplace ostracism (WO) have emerged as one of the most toxic behaviors that breed self-protection and self-interest in today’s organizations. However, limited evidence is available on the underlying factors, such as organizational conflict (OC), knowledge-sharing behavior (KSB) and emotional intelligence (EI), in explaining the WO-WDB relationship. Hence, the present study aims to introduce and empirically validate a moderated-mediation model of workplace deviant behavior, involving WO, OC, KSB and EI, respectively. Drawing on study data from 250 officials in the higher education public sector institutions in Pakistan, and employing structural equation modeling with partial least squares, the findings revealed a significant positive effect of WO on WDB. Besides the validation of the mediating roles of OC and KSB, the findings also confirmed a significant moderating influence of EI. The study implications provide theoretical and practical insights to better interpret KSB, OI and EI in organizations that can generate effective deterrence towards WO and WDB. |
| first_indexed | 2024-04-11T20:34:18Z |
| format | Article |
| id | doaj.art-75a87f5766184838ac46e2e30c15416d |
| institution | Directory Open Access Journal |
| issn | 2331-1975 |
| language | English |
| last_indexed | 2024-04-11T20:34:18Z |
| publishDate | 2021-01-01 |
| publisher | Taylor & Francis Group |
| record_format | Article |
| series | Cogent Business & Management |
| spelling | doaj.art-75a87f5766184838ac46e2e30c15416d2022-12-22T04:04:25ZengTaylor & Francis GroupCogent Business & Management2331-19752021-01-018110.1080/23311975.2021.19415861941586Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behaviorUmer Zaman0Shahid Nawaz1Owais Shafique2Saba Rafique3Endicott College of International Studies, Woosong UniversityIslamia University Bahawalpur (IUB)School of Business and Administrative Sciences, Islamia University Bahawalpur (IUB)Islamia University Bahawalpur (IUB)Workplace deviant behavior (WDB) and workplace ostracism (WO) have emerged as one of the most toxic behaviors that breed self-protection and self-interest in today’s organizations. However, limited evidence is available on the underlying factors, such as organizational conflict (OC), knowledge-sharing behavior (KSB) and emotional intelligence (EI), in explaining the WO-WDB relationship. Hence, the present study aims to introduce and empirically validate a moderated-mediation model of workplace deviant behavior, involving WO, OC, KSB and EI, respectively. Drawing on study data from 250 officials in the higher education public sector institutions in Pakistan, and employing structural equation modeling with partial least squares, the findings revealed a significant positive effect of WO on WDB. Besides the validation of the mediating roles of OC and KSB, the findings also confirmed a significant moderating influence of EI. The study implications provide theoretical and practical insights to better interpret KSB, OI and EI in organizations that can generate effective deterrence towards WO and WDB.http://dx.doi.org/10.1080/23311975.2021.1941586workplace deviant behaviorworkplace ostracismknowledge sharing behavioremotional intelligenceorganizational conflictsocial identity theoryconservation of resources theory |
| spellingShingle | Umer Zaman Shahid Nawaz Owais Shafique Saba Rafique Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior Cogent Business & Management workplace deviant behavior workplace ostracism knowledge sharing behavior emotional intelligence organizational conflict social identity theory conservation of resources theory |
| title | Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior |
| title_full | Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior |
| title_fullStr | Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior |
| title_full_unstemmed | Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior |
| title_short | Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior |
| title_sort | making of rebel talent through workplace ostracism a moderated mediation model involving emotional intelligence organizational conflict and knowledge sharing behavior |
| topic | workplace deviant behavior workplace ostracism knowledge sharing behavior emotional intelligence organizational conflict social identity theory conservation of resources theory |
| url | http://dx.doi.org/10.1080/23311975.2021.1941586 |
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