Background and objectives: Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes. Design: The study design was a three-wave self-reported questionnaire. Method: The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models. Results: The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (–.06), voicing behavior (–.07), and task performance (–.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment. Conclusion: The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes.

With the escalating influence of workplace environment on organizational behavior, this study examined the relationships between workplace ostracism, person–organization fit, perceived organizational support, organizational citizenship behavior, and deviant behavior. Although prior studies have found that workplace ostracism led to negative outcomes, research to date has not been extensive in studying the underlying mechanisms which associate workplace ostracism and its behavioral outcomes. This study investigated the mediating effects of person–organization fit and the moderating effects of perceived organizational support between person–organization fit with organizational citizenship behavior and deviant behavior. Using a sample consisting of 249 employees in various organizations in South Korea, this study found person–organization fit to mediate the relationships between workplace ostracism and both organizational citizenship behavior and deviant behavior, while perceived organizational support moderated the link between person–organization fit and both organizational citizenship behavior and deviant behavior.

Purpose: The purpose of this paper is to investigate the mediating effects of organization-based self-esteem (OBSE) for the relationship between workplace ostracism with helping behavior, voicing behavior, in-role behavior, and deviant behavior. The workplace has now become a social context where ostracism occurs and the study emphasizes how ostracism can affect workplace behaviors.Design/methodology/approach: The study was designed using a three-wave self-reported survey. Confirmatory factor analysis, structural equation modeling, and bootstrapping for indirect effects were conducted to test the study’s hypotheses.Findings: The study found OBSE to fully mediate the relationship between workplace ostracism and helping behavior, voicing behavior, and in-role behavior, while OBSE partially mediated workplace ostracism and deviant behavior as workplace ostracism was found to have a direct effect on deviant behavior.Originality/value: The study explores and empirically tests the mediating effects of OBSE with helping behavior, voicing behavior, in-role behavior, and deviant behavior. Therefore, the study extends research on workplace ostracism by investigating beyond the direct effects of workplace ostracism on workplace behaviors.

Employees withholding their opinions is pervasive in organizations. However, the individual outcomes of employee silence have not been frequently investigated. Previous studies have found that there are detrimental effects of employee silence and building on this research stream, the study viewed perceived stress as an underlying mechanism linking employee silence to task performance and deviant behavior. Moreover, this study explored the moderating effect of interpersonal trust in the relationship between employee silence and perceived stress. Using a sample of 231 white-collar employees from China, this study found perceived stress to mediate the relationships between employee silence and task performance and deviant behavior. Also, coworker trust was found to moderate the relationship between employee silence and perceived stress. As coworker trust moderated the relationship, supplementary analyses further found mediated moderation for the model.

This study investigated the moderating effects of person–corporate social responsibility (CSR)-fit for the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment. The study was conducted in South Korea and sampled 393 full-time employees from several conglomerates. The study found CSR participation to be positively related with job satisfaction, organizational identification, and organizational commitment. Furthermore, person–CSR fit significantly moderated the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment. These findings suggest that CSR participation positively affects organizational outcomes and that person–CSR fit enhances the relationships between CSR participation and the organizational outcomes. Therefore, the study suggests the importance of CSR participation and person–CSR fit in CSR initiatives, as CSR participation and person–CSR can promote a healthy work environment.