Effect of Workplace Ostracism and Job Insecurity on Performance; with Moderating Role of Organizational Identity.

Abstract

The focus of the research was to see how workplace ostracism and job insecurity affected job performance in Rawalpindi and Islamabad banks. Because successful research is essential for the success of bank industry, new aspects that can improve and should be researched. The current study adds to the body of knowledge on service recovery by identifying crucial predictors of Workplace Ostracism. Data was gathered using questionnaires that were distributed among the Banks' personnel. The results of this research show that, workplace ostracism has a negative impact on other four variables. Job performance is also influenced by the organization's identity. Workplace ostracism at the organization showed a high level of ostracism, which leads to unfavorable employee behavior, which has an impact on job performance. The study's findings also showed that, due to the impact of employee silence, workplace ostracism has a negative relation with job performance. The findings revealed that this framework had a positive impact on the dependent variable “job performance”. A total of 450 questionnaires were distributed, with 355 proving to be useful in the data analysis. Employees of the five selected private banks were used as a single source of data. Employee silence functions as to check the negative effects between workplace ostracism, job insecurity, and job performance in the organization. The study's findings also indicated that organizational identity has a positive moderating impact in the relationship between workplace ostracism, job insecurity, and job performance, whereas employee silence also weakens it this relationship. The findings have significance for both academics and practitioners