The Impact of Workplace Ostracism on Job Performance, Workplace Stress and Employee Turnover Intentions: Evidence from Telecommunication Sector

Abstract

The aim of the study was to analyze whether there was an impact of workplace ostracism on job performance, workplace stress and employee turnover intentions. The research questions and objective were designed understand whether an impact of the independent variables exists on the dependent variable. A comprehensive questionnaire was used that asked employees to rate their perspective on a 5 point Likert scale. The questionnaire was adapted and customized to suit the need of the research. Five questions of each variable was included in the questionnaire alongside that demographics questions were also asked from the respondent. The sample industry was the telecommunication sector and a 150 sample size was used for the research. Primarily employees belonging from four different departments were approached. The sample population existed of 60% males and 40% females. There were zero missing values and on the received data analysis were run. Regression & ANOVA analysis concluded that there was a relationship between the independent variable (workplace ostracism) and dependent variables (job performance, workplace stress and employee turnover intention). Moreover to test the reliability of the data, Cronbach alpha value was also calculated, as per the results the Cronbach value was significant and thus proving that there is an inter scale reliability between the different questions. Lastly, through the correlation analysis it was concluded that there was a positive correlation between workplace ostracism, workplace stress, and turn over intentions, which means that if either increases the other variable also increases. Whereas, there is negative relationship between job performance and workplace ostracism, workplace stress and turn over intentions. Which means that if one of them increases, job performance will reduce and vice versa.