Effects of workplace ostracism on withdrawal behaviours, antagonistic work behaviour, and well-being: Mediated by perceived organisational support

This study investigates the impacts of workplace ostracism and perceived organisational support on psychological and physical withdrawal behaviours, antagonistic work behaviour and well-being. In addition, it was also tested whether the perception of workplace ostracism differs according to gender, marital status, and employment types of the employees. And lastly, it was tested if perceived organisational support has a mediating role between workplace ostracism and outcome variables. Convenience sampling method was used, and a total of 320 participants comprising 90 females and 230 males from Nigerian oil and gas companies participated in this study. The data were analysed using Statistical Package for Social Science Software application. Three research questions were proposed. Testing the first research questions; thus, (does demographic traits of gender, marital status, work experience, and employment status) of employees make any difference in terms of workplace ostracism? This question was addressed using a t-test for independent groups, and ANOVA. Results show that females, single employees, and part-time employees perceive more workplace ostracism. The second research question is: does workplace ostracism and perceived organisational support significantly predict psychological withdrawal behaviour, physical withdrawal behaviour, antagonistic work behaviour, and well-being? In answering this question, hierarchical regression analyses were conducted, and the results revealed that, employees experiencing workplace ostracism will likely engage in psychological withdrawal behaviours when their perceptions of organisational support decreases. Findings on the second hierarchical regression analysis revealed that; employees experiencing workplace ostracism may engage in antagonistic work behaviour. The third research question is: does perceived organisational support mediate the relationship between workplace ostracism and psychological withdrawal behaviour, physical withdrawal behaviour, antagonistic work behaviour, and well-being? On this, mediation analysis was performed using Hayes Process Macro Model. Results showed that perceived organisational support had a positive and significant mediation role in the relationship between workplace ostracism and well-being and between workplace ostracism and psychological withdrawal behaviour.