PERCEIVED IMPACT OF OSTRACISM AND LEADER-MEMBER EXCHANGE ON EMPLOYEE PERFORMANCE

Abstract

Purpose The aim of this research study is to analyze the perceived impact of Ostracism and LMX on employee performance in Pakistani institutes. Methodology & Design This research is quantitative and primary data were collected using a structured questionnaire that in period of two months was electronically distributed. A sample size of 300 was selected, respondents responded via google forms. The exploration of the records that was gathered by collection ofdata was done by means ofSMART PLS software to check the proposed assumptions and the associations amongst variables. Findings Findings reveals that the significant relationship between LMX and employee performance. It is stated that ostracism has a positive association with employee performance. Thus, our results shows that when employees face ostracism in organizations, once they feel lonely and neglected they tried best to engage their self, do work hard to prove their skills and made themselves valuable. Limitations The most significant restriction is the short duration ofthe total study. It gives only a short amount oftime to collect data; the information was largely gathered through an online survey with only 300 responses, which is insufficient to represent the entire population. Recommendations Collaboration can improve individual employee performance. Ostracism is less prevalent in groups that are cohesive and well-managed; hence, preventative efforts should focus on boosting organizational loyalty and developing social networks.