The relationship between workplace ostracism and information exchange: The mediating role of self-serving behavior

Abstract

Purpose

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 purpose of this paper is to examine the link between workplace ostracism and information exchange. In doing so, the authors also highlight the mediating role of a novel construct, namely, self-serving behavior.

Design/methodology/approach

To test the hypotheses, the authors conducted two studies using both a scenario paradigm (54 students) and a field study (172 working adults).

Findings

Results indicated that self-serving behavior fully mediates the effect of workplace ostracism on employee information exchange.

Research limitations/implications

Both studies have limitations that need to be considered. The scenario paradigm lacks realism whereas the cross-sectional nature of the survey cannot infer causality. As regards the latter, data were collected using a single source and thus common method variance may exist.

Originality/value

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.

Citation

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, pp. 700-713. https://doi.org/10.1108/MD-09-2015-0421