Vol. 11 No. 3 (2023): Business & Management Studies: An International Journal
Articles

Effect of organisational ostracism on task performance: The mediating role of perceived stress

PDF (Türkçe)
  • Aslı Geylan,
  • Coşkun Akça
Aslı Geylan
Assist. Prof. Dr., Anadolu University, Eskişehir, Türkiye
Coşkun Akça
Lect. Dr., Kastamonu University, Kastamonu, Türkiye
DOI: https://doi.org/10.15295/bmij.v11i3.2255

Published 2023-09-24

Keywords

  • Örgütsel Dışlanma, Algılanan Stres, Görev Performansı
  • Organisational Ostracism, Perceived Stress, Task Performance

How to Cite

Geylan, A., & Akça, C. (2023). Effect of organisational ostracism on task performance: The mediating role of perceived stress. Business & Management Studies: An International Journal, 11(3), 788–798. https://doi.org/10.15295/bmij.v11i3.2255

Copyright (c) 2023 Aslı Geylan- Coşkun Akça

Creative Commons License

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Abstract

Organisational ostracism is when an employee is ignored or excluded by other co-workers. Although ostracism is accepted as an interpersonal stressor, the number of studies on the relationship between organisational ostracism and stress is limited in the literature. Similarly, although it is claimed that organisational ostracism has negative effects on the productivity of individuals, few studies have investigated the relationships between organisational ostracism and individual performance. From this point of view, the study aims to examine the mediating role of perceived stress in the effect of organisational ostracism on task performance. The field research was conducted in a manufacturing company in Kayseri's province. Data were obtained from a total of 416 participants. Within the scope of the research, confirmatory factor analysis and structural equation modelling were used. Research results show that organisational ostracism is a source of stress and reduces the performance of employees. In addition, it has been determined that perceived stress plays a mediating role in the effect of organisational ostracism on task performance. In this context, controlling organisational ostracism is important in increasing task performance by reducing stress.

PDF (Türkçe)

Downloads

Download data is not yet available.

References

  1. Akça, C., & Özel, Y. (2022). Bireysel ve örgütsel stres yönetimi. A. Karaca (Ed.), Sosyal, Beşeri ve İdari Bilimler Alanında Uluslararası Araştırmalar II (ss. 37-50). Konya: Eğitim Yayınevi.
  2. Aknar, A., & Akça, C. (2021). Otel işletmelerinde örgütsel dışlanmanın üretkenlik karşıtı iş davranışlarına etkisi. Demirci, B., & Solunoğlu, A. (Ed.), Turizmde Araştırma Temaları (ss. 71-80). Çizgi Kitabevi, Konya.
  3. Bağcı, Z. (2014). Çalışanların iş doyumunun görev ve bağlamsal performansları üzerindeki etkisi. Yönetim ve Ekonomi Araştırmaları Dergisi, 12(24), 58-72.
  4. Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel research. Human Performance, 10(2), 99–109.
  5. Borman, W.C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman Ws.), Personnel selection in organisations. San Francisco: Jossey-Bass.
  6. Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organisational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial, work and organisational psychology (pp. 687–732). Palo Alto, CA: Consulting Psychologists Press.
  7. Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among US managers. Journal of applied psychology, 85(1), 65-74.
  8. Chang, S.I. (2008). Work role stressor and turnover intentions: A study of it personnel in South Korea. Zeitschrift für Personalforschung, 22, 272-290.
  9. Chung, Y.W. (2018). Workplace ostracism and workplace behaviors: a moderated mediation model of perceived stress and psychological empowerment. Anxiety, Stress and Coping, 31(3), 304-317.
  10. Cohen, S., Kamarck, T. & Mermelstein, R. (1983). A global measure of perceived stress. Journal of Health and Social Behavior, 24, 385-396.
  11. Eksin, M., Harlak, H., Demirkıran, F. & Dereboy, Ç. (2013). Algılanan stres ölçeğinin Türkçeye uyarlanması: Güvenirlik ve geçerlik analizi. New Symposium Journal, 51(3), 132-140.
  12. Elfering, A., Grebner, S., Semmer, N.K., Kaier-Freiburghaus, D., Lauper-Del Ponte, S. & Witschi, I. (2005). Chronic job stressors and job control: Effects on event-related coping success and well-being. Journal of Occupational and Organizational Psychology, 78, 237-252.
  13. Eşitti, B. (2018). Konaklama işletmelerinde dışlanma, iş gerilimi, bağlılık ihtiyacı ve iş performansı ilişkisi: Lider üye etkileşiminin aracı rolü. İş ve İnsan Dergisi, 5(1), 47-59.
  14. Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. W. (2008). The development and validation of the workplace ostracism scale. Journal of Applied Psychology, 93(6), 1348–1366.
  15. Fox, S., & Stallworth, L. E. (2005). Racial/ethnic bullying: Exploring links between bullying and racism in the US workplace. Journal of vocational behavior, 66(3), 438-456.
  16. Goodman, S. A., & Svyantek, D. J. (1999). Person–organisation fit and contextual performance: Do shared values matter. Journal of Vocational Behavior, 55, 254–275.
  17. Haq, I. U. (2014). Workplace ostracism and job outcomes: Moderating effects of psychological capital. In Human Capital without Borders: Knowledge and Learning for Quality of Life; Proceedings of the Management, Knowledge and Learning International Conference 2014 (pp. 1309-1323).
  18. Health and Safety Commission (HSC) (1999). Managing stress at work. Discussion document. London: Health and Safety Commission.
  19. Hooper, D., Coughlan, J., & Mullen, M. (2008). Structural equation modelling: guidelines for determining model fit. Electronic Journal of Business Research Methods, 6(1), 53-60
  20. Hunt, S. T. (1996). Generic work behavior: An investigation into the dimensions of entry level, hourly job performance. Personnel Psychology, 49(1), 51–83.
  21. Keklik, B., Saygın, T., & Oral Kara, N. (2013). Akademik camianın çirkin ördek yavruları Öyp'lilerde örgütsel dışlanma (ostracism) kavramının incelenmesi, 1. Örgütsel Davranış Kongresi, 15-16.
  22. Mahfooz, Z., Arshad, A., Nısar, Q. A., Ikram, M., & Azeem, M. (2017). Does workplace incivility and workplace ostracism influence the employees' turnover intentions? Mediating role of burnout and job stress and moderating role of psychological capital. International Journal of Academic Research in Business and Social Sciences, 7(8), 398-413.
  23. Motowidlo, S. J., & Van Scotter, J. R. (1994). Evidence that task performance should be distinguished from contextual performance. Journal of Applied Psychology, 79, 475–480.
  24. Motowidlo, S. J., Borman, W. C., & Schmit, M. J. (1997). A theory of individual differences in task and contextual performance. Human Performance, 10(2), 71–83.
  25. Robinson, S. L., O'Reilly, J., & Wang, W. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management, 39(1), 203–231.
  26. Robinson, S., & Schabram, K. (2017). Workplace ostracism. In K. D. Kipling & S. A. Nida (Eds.), Ostracism, exclusion, and rejection (pp. 224–239). New York: Routledge.
  27. Savery, L. K., & Luks, J. A. (2001). The relationship between empowerment, job satisfaction and reported stress levels: Some Australian evidence. Leadership & Organization Development Journal, 22(3), 97–104.
  28. Selye, H. (1976). The Stress of Life. New York, NY: McGraw-Hill.
  29. Sonnentag, S., & Frese, M. (2002). Performance concepts and performance theory. In S. Sonnentag (Ed.), Psychological management of individual performance (pp. 4–25). Chichester: John Wiley & Sons, Ltd.
  30. Van Scotter, J. R., & Motowidlo, S. J. (1996). Evidence for two factors of contextual performance: Job dedication and interpersonal facilitation. Journal of Applied Psychology, 525-531.
  31. Williams, J. S. & Cooper, C. L. (1998). "Measuring occupational stress: development of the pressure management indicator", Journal of Occupational Health Psychology, 4, 306-321.
  32. Williams, K. D. (1997). Social ostracism. In R. M. Kowalski (Ed.), Aversive interpersonal behaviors (pp. 133–170). New York: Plenum Press.
  33. Williams, K. D. (2001). Ostracism: The power of silence. New York: Guilford Press.
  34. Williams, K. D. (2007). Ostracism. Annual Review of Psychology, 58, 425–452.
  35. Zippelius, R. (1986). Exclusion and shunning as legal and social sanctions. Ethology and Sociobiology, 7(3–4), 159–166.
  36. Zoghbi-Manrique-de-Lara, P., & Ting-Ding, J.-M. (2017). Task and contextual performance as reactions of hotel staff to labor outsourcing: The role of procedural justice. Journal of Hospitality and Tourism Management, 33, 51–61.