Workplace ostracism and job performance: Meaning at work and family support as moderators

Abstract

The negative relationship between workplace ostracism and employees’ job performance has received increasing attention from academia and in practice. However, little is known about the conditions under which these negative effects can be alleviated. We investigated whether workplace ostracism simultaneously predicts in-role job performance and innovative job performance, as well as exploring the moderating roles of meaning at work and family member support in these relationships. Using data collected from 727 employees of 3 Chinese hospitals, we conducted a hierarchical multiple regression analysis to test our hypotheses. The results indicated that workplace ostracism predicted both poor in-role job performance and low innovative job performance. Moreover, high levels of family support moderated the relationship between workplace ostracism and innovative job performance. These results have implications for theoretical and practical understanding of workplace ostracism.