Workplace ostracism and job performance: the moderated mediation model of organization-based self-esteem and performance goal orientation

Abstract

Purpose This study established and examined a moderated mediation model connecting workplace ostracism with job performance. Drawing from the viewpoint of self-esteem threat, the model posits that the effect of workplace ostracism on job performance is mediated by levels of organization-based self-esteem, while the relationship between workplace ostracism and organization-based self-esteem is moderated by performance goal orientation. Design/methodology/approach Multisource data were collected from 160 employees and their immediate supervisors in Taiwan. Findings As predicted in the research model, workplace ostracism was found to decrease organization-based self-esteem and, therefore, hinder employees' job performance. Performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem. Practical implications To eliminate the negative impact of workplace ostracism, supervisors can help ostracized employees to self-regulate by aligning their performance goal orientation to reduce the perception of self-esteem threat. Originality/value This study provides evidence of boundary conditions for the relationship between workplace ostracism and job performance and explores the impact of self-regulation on ostracized employees' organization-based self-esteem and subsequent job performance.