Workplace Ostracism and Job Outcomes: Moderating Effects of Psychological Capital

This study examined the relationship between workplace ostracism, psychological capital, job performance, job stress and turnover intention. With two waves survey (N = 229 paired responses) of full time employee working in different organizations of Pakistan, present research examined the relationship of workplace ostracism with job outcomes (job performance, job stress and turnover intention) by focusing the moderating effect of psychological capital. Results provided strong support for our proposed hypotheses. Results suggested that workplace ostracism shows significantly positive relationship with job stress and turnover intention and negative relationship with job performance. Moreover, the negative relationship between workplace ostracism and job performance was weaker when psychological capital was high. Similarly the relationship between workplace ostracism with job stress and turnover intention was weaker when psychological capital was high.