Abstract:
The purpose of this study was to examine the relationships between organizational culture, workplace ostracism, organizational cynicism, and work-related quality of life among employees in the corporate sector. It was hypothesized there would be a positive relationship between organizational culture, workplace ostracism, organizational cynicism, and work-related quality of life. A correlation research design was used to conduct the study. A sample of 250 male participants with an age range of 25-45 years (M= 35.28, SD = 7.52) was selected through a non-probability purposive sampling Technique from different organizations in Rawalpindi and Islamabad. The measurements including the Organizational Culture Scale (Wallach, 1983), Workplace ostracism Scale (Ferris et al. 2008), Organizational Cynicism Scale (Dean et al. 1998), and Work-related quantity of life Scale (Brandes et al. 1999) were used to measure the constructs along with the demographic information sheet and informed consent. The results of Pearson product-moment correlation analysis showed that a positive relationship was found between organizational culture and work-related quality of life. Further, the analysis indicated that workplace ostracism was positively correlated with organizational cynicism and negatively correlated with work-related quality of life. Additionally, organizational cynicism was negatively associated with work-related quality of life. The results of the Structural equation model (SEM) through AMOS (Analysis of Moment Structure) showed that workplace ostracism and organizational cynicism were significantly serially mediated between supportive culture and work-related quality of life. Moreover, from a clinical perspective, organizational culture serves as a contributing factor in the demonstration of psychological distress symptoms among employees and the presence of deviant behaviors. The presence of such behaviors is related to clinical psychology issues signifying that a strong and positive organizational culture can impact employees’ work-related quality of life which can be observed in the form of well-being, satisfaction, and prevalence of ethical culture in the organization.
