When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy

Koon, Vui Yee* and Tee, Yen Hwa (2020) When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Management Review, 32 (3). pp. 238-248. ISSN 0970-3896 (In Press)

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Official URL: http://doi.org/10.1016/j.iimb.2019.10.007

Abstract

The current study explored the mediating and moderating processes through which social exclusion or ignorance causes employee behavioural outcomes in a workplace. Based on the conservation of resources (COR) theory, this study investigated the effect of perceived workplace ostracism on turnover intention as mediated by job stress and moderated by job autonomy among a sample of 144 employees from the consumer services sector in Malaysia. The results suggest that employees’ perceived workplace ostracism leads to job stress, which in turn leads to negative behavioural outcomes such as turnover intention. Job autonomy was also found to have moderated the mediated relationship, whereby the relationship was stronger with low levels of job autonomy. The results provided some practical implications, highlighting the importance of addressing workplace ostracism and promoting job autonomy.

Item Type: Article
Uncontrolled Keywords: Job autonomy; Turnover intention; Workplace ostracism; Job stress; Moderated mediation
Subjects: H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management
Divisions: Sunway University > Sunway Business School [formerly Sunway University Business School until 2023] > Dept. Management
Depositing User: Dr Janaki Sinnasamy
Related URLs:
Date Deposited: 25 Mar 2021 06:19
Last Modified: 25 Mar 2021 06:19
URI: http://eprints.sunway.edu.my/id/eprint/1697

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