Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior

Workplace deviant behavior (WDB) and workplace ostracism (WO) have emerged as one of the most toxic behaviors that breed self-protection and self-interest in today’s organizations. However, limited evidence is available on the underlying factors, such as organizational conflict (OC), knowledge-shari...

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Autores principales:	Umer Zaman, Shahid Nawaz, Owais Shafique, Saba Rafique
Formato:	article
Lenguaje:	EN
Publicado:	Taylor & Francis Group 2021
Materias:	workplace deviant behavior workplace ostracism knowledge sharing behavior emotional intelligence organizational conflict social identity theory conservation of resources theory Business HF5001-6182 Management. Industrial management HD28-70
Acceso en línea:	https://doaj.org/article/75a87f5766184838ac46e2e30c15416d
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spelling	oai:doaj.org-article:75a87f5766184838ac46e2e30c15416d2021-12-02T16:25:39ZMaking of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior2331-197510.1080/23311975.2021.1941586https://doaj.org/article/75a87f5766184838ac46e2e30c15416d2021-01-01T00:00:00Zhttp://dx.doi.org/10.1080/23311975.2021.1941586https://doaj.org/toc/2331-1975Workplace deviant behavior (WDB) and workplace ostracism (WO) have emerged as one of the most toxic behaviors that breed self-protection and self-interest in today’s organizations. However, limited evidence is available on the underlying factors, such as organizational conflict (OC), knowledge-sharing behavior (KSB) and emotional intelligence (EI), in explaining the WO-WDB relationship. Hence, the present study aims to introduce and empirically validate a moderated-mediation model of workplace deviant behavior, involving WO, OC, KSB and EI, respectively. Drawing on study data from 250 officials in the higher education public sector institutions in Pakistan, and employing structural equation modeling with partial least squares, the findings revealed a significant positive effect of WO on WDB. Besides the validation of the mediating roles of OC and KSB, the findings also confirmed a significant moderating influence of EI. The study implications provide theoretical and practical insights to better interpret KSB, OI and EI in organizations that can generate effective deterrence towards WO and WDB.Umer ZamanShahid NawazOwais ShafiqueSaba RafiqueTaylor & Francis Grouparticleworkplace deviant behaviorworkplace ostracismknowledge sharing behavioremotional intelligenceorganizational conflictsocial identity theoryconservation of resources theoryBusinessHF5001-6182Management. Industrial managementHD28-70ENCogent Business & Management, Vol 8, Iss 1 (2021)
institution	DOAJ
collection	DOAJ
language	EN
topic	workplace deviant behavior workplace ostracism knowledge sharing behavior emotional intelligence organizational conflict social identity theory conservation of resources theory Business HF5001-6182 Management. Industrial management HD28-70
spellingShingle	workplace deviant behavior workplace ostracism knowledge sharing behavior emotional intelligence organizational conflict social identity theory conservation of resources theory Business HF5001-6182 Management. Industrial management HD28-70 Umer Zaman Shahid Nawaz Owais Shafique Saba Rafique Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior
description	Workplace deviant behavior (WDB) and workplace ostracism (WO) have emerged as one of the most toxic behaviors that breed self-protection and self-interest in today’s organizations. However, limited evidence is available on the underlying factors, such as organizational conflict (OC), knowledge-sharing behavior (KSB) and emotional intelligence (EI), in explaining the WO-WDB relationship. Hence, the present study aims to introduce and empirically validate a moderated-mediation model of workplace deviant behavior, involving WO, OC, KSB and EI, respectively. Drawing on study data from 250 officials in the higher education public sector institutions in Pakistan, and employing structural equation modeling with partial least squares, the findings revealed a significant positive effect of WO on WDB. Besides the validation of the mediating roles of OC and KSB, the findings also confirmed a significant moderating influence of EI. The study implications provide theoretical and practical insights to better interpret KSB, OI and EI in organizations that can generate effective deterrence towards WO and WDB.
format	article
author	Umer Zaman Shahid Nawaz Owais Shafique Saba Rafique
author_facet	Umer Zaman Shahid Nawaz Owais Shafique Saba Rafique
author_sort	Umer Zaman
title	Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior
title_short	Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior
title_full	Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior
title_fullStr	Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior
title_full_unstemmed	Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior
title_sort	making of rebel talent through workplace ostracism: a moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior
publisher	Taylor & Francis Group
publishDate	2021
url	https://doaj.org/article/75a87f5766184838ac46e2e30c15416d
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Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior

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