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Paradox mindset as an equalizer: A moderated mediated perspective on workplace ostracism
Alina Ahmad1, Sharjeel Saleem1, Rizwan Shabbir1
1Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan.
Plos One
|February 7, 2024
Summary
Workplace ostracism hinders innovative work behavior (IWB), but perceived control can buffer this effect. A paradox mindset and support for innovation further influence employee creativity and resource management.
Area of Science:
- Organizational Behavior
- Psychology
- Management
Background:
- Workplace ostracism negatively impacts employee attitudes and performance.
- Innovative work behavior (IWB) is crucial for organizational success.
- The Conservation of Resources Theory provides a framework for understanding resource depletion and acquisition.
Purpose of the Study:
- To examine the impact of workplace ostracism on employees' innovative work behavior (IWB).
- To investigate the mediating role of perceived control in the ostracism-IWB relationship.
- To explore the moderating effects of paradox mindset and support for innovation.
Main Methods:
- A quantitative survey design with three-time lags was employed.
- Data were collected from 513 employees in Pakistan's public sector organizations.
- Conditional process modeling was used to analyze the hypothesized relationships.
Main Results:
- Workplace ostracism negatively predicted innovative work behavior (IWB).
- Perceived control mediated the relationship between ostracism and IWB, mitigating negative effects.
- Paradox mindset moderated the impact of ostracism, while support for innovation strengthened the link between perceived control and IWB.
Conclusions:
- Perceived control is a critical buffer against the detrimental effects of workplace ostracism on IWB.
- Fostering a paradox mindset and providing support for innovation are key strategies for enhancing employee creativity.
- Organizations should focus on creating supportive environments to protect employee resources and promote innovation.
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