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Why do I contribute to organizational learning when I am ostracized? A moderated mediation analysis

Published online by Cambridge University Press:  14 October 2019

Muhammad Kashif Imran Open the ORCID record for Muhammad Kashif Imran [Opens in a new window] ,
Jawad Iqbal ,
Tehreem Fatima Open the ORCID record for Tehreem Fatima [Opens in a new window] ,
Syed Muhammad Javed Iqbal ,
Warda Najeeb Jamal  and
Muhammad Shahid Nawaz
Muhammad Kashif Imran*
Affiliation:
Department of Management Sciences, The Islamia University of Bahawalpur, Bahawalpur, Pakistan
Jawad Iqbal
Affiliation:
Department of Management Sciences, The Islamia University of Bahawalpur, Bahawalpur, Pakistan
Tehreem Fatima
Affiliation:
Lahore Business School, The University of Lahore, Sargodha Campus, Sargodha, Pakistan
Syed Muhammad Javed Iqbal
Affiliation:
Department of Management Sciences, The Islamia University of Bahawalpur, Bahawalpur, Pakistan
Warda Najeeb Jamal
Affiliation:
Department of Management Sciences, The Islamia University of Bahawalpur, Bahawalpur, Pakistan
Muhammad Shahid Nawaz
Affiliation:
Department of Management Sciences, The Islamia University of Bahawalpur, Bahawalpur, Pakistan
*
*Corresponding author. Email: [email protected]
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Abstract

Drawing on social exchange and emotional regulation perspectives, this study investigates the role of emotional suppression in reducing the detrimental effects of workplace ostracism on organizational learning. Based on the responses of 162 participants from the financial industry, and with the application of moderated mediation analysis, the findings demonstrate that workplace ostracism is mediated by employee silence, which has a negative effect on organizational learning. Interestingly, however, the results exhibit that emotional suppression operates as a buffer between workplace ostracism, employee silence and organizational learning, which leads to the achievement of organizational learning motives. Therefore, the silent employees, who experience workplace ostracism, may still be contributing toward organizational learning, if they are proficient in suppressing their emotions. Given that, the study implies that emotional suppression is fundamentally important to reduce the injurious outcomes of workplace ostracism, in the contemporary organizational settings, particularly with regard to organizational learning.

Keywords

workplace ostracismemployee silenceemotional suppressionorganizational learning
Type
Research Article
Information
Journal of Management & Organization , Volume 28 , Issue 2 , March 2022 , pp. 261 - 282
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2019

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