The detrimental effect of workplace ostracism on core employee and organizational outcomes has received increasing attention. However, very little is known about its impact on group related outcomes. Given that workplace relationships play a salient role in enhancing employee willingness to share information and knowledge, the present paper examines the link between workplace ostracism and information exchange. In doing so, we also highlight the mediating role of a novel construct, namely self-serving behavior.
To test our hypotheses, we conducted two studies using both a scenario paradigm (54 students) and a field study (172 working adults).
Results indicated that self-serving behavior fully mediates the effect of workplace ostracism on employee information exchange.
Both studies have limitations that need to be considered. The scenario paradigm lacks realism whereas the cross-sectional nature of our survey cannot infer causality. As regards the latter, data were collected using a single source and thus common method variance may exist.
The present study provides novel insights into the outcomes of workplace ostracism and the underlying mechanisms that account for its negative effect. Moreover, it adds to limited current knowledge on self-serving behavior.
Gkorezis, P. and Bellou, V. (2016), "The relationship between workplace ostracism and information exchange: the mediating role of self-serving behavior", Management Decision, Vol. 54 No. 3. https://doi.org/10.1108/MD-09-2015-0421Download as .RIS
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