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2019 | 15 | nr 4 Evolving Enterprise Competences as a Consequence of Response to Changes in the Environment | 107--137
Tytuł artykułu

Collaborative Effect of Workplace Ostracism and Self-Efficacy versus Job Stress

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Artykuł ma na celu wyjaśnienie związku między ostracyzmem w miejscu pracy a stresem, ponieważ ostracyzm jest najbardziej rozpowszechnioną formą złego traktowania we współczesnych warunkach pracy. Bada również moderującą rolę poczucia własnej skuteczności pracowników, płci i kultury pracy. Dane zebrano za pomocą ankiety i ustrukturyzowanych kwestionariuszy od pracowników pracujących zarówno w bankach sektora publicznego, jak i prywatnego w Pakistanie. Analiza danych została przeprowadzona przy użyciu technik statystycznych, takich jak analiza bootstrapping, test Sobela i analiza regresji. Wyniki badania wskazują, że ostracyzm w miejscu pracy jest pozytywnie związany ze stresem; i poczuciem własnej skuteczności pracowników. Płeć i kultura pracy organizacyjnej ma relację moderującą. Własna skuteczność łagodziła negatywne skutki ostracyzmu w miejscu pracy w postaci stresu, ponieważ samowystarczalni pracownicy zwykle doświadczają mniejszego stresu w miejscu pracy. Organizacje muszą wziąć pod uwagę łagodzący stres wpływ własnej skuteczności, która jest zasadniczo silna dla zapewnienia akceptowalnego działania, ponieważ złego traktowania i niegrzecznych zachowań nie można uniknąć i można im całkowicie zapobiec w kontekście społecznym współczesnego miejsca pracy. Implikacje i przyszłe kierunki badań są omawiane w świetle wyników. (abstrakt oryginalny)
This paper aims to illuminate the association between workplace ostracism and stress since ostracism is the most prevalent form of mistreatment in modern-day work settings. The study also investigates the moderating role of employees' self-efficacy, gender, and work culture. Data was collected through a survey and structured questionnaires from employees working in both public and private sector banks in Pakistan. Data Analysis was conducted using statistical techniques such as bootstrapping, regression analysis and process macros. The study findings reveal that workplace ostracism is positively related to stress; and negatively related to employee's self-efficacy. Gender and organizational work culture have a moderating relationship. Self-efficacy mitigated the adverse effects of workplace ostracism in the form of stress, as self-efficacious employees tend to experience less stress in their workplace. Organizations must take account of the stress-mitigating impact of self-efficacy which is principally strong for producing acceptable performance since mistreatment and impolite behaviors cannot be evaded and prevented entirely in the social context of the contemporary workplace. Implications and future research directions are discussed in light of the findings. (original abstract)
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  • Comsats University Islamabad, Pakistan
  • Hohai University, Jiangsu, China
  • The Islamia University of Bahawalpur, University Chowk, Bahawalpur, Pakistan
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