Impact Of Workplace Ostracism On Turnover Intention And Organizational Performance Through The Role Of Knowledge Sharing: Emotional Intelligence Works As A Moderator

Abstract

This research explores the intricate relationships between workplace ostracism, turnover intention, organizational performance, knowledge sharing, and the moderating influence of emotional intelligence. Workplace ostracism (WO) is a pervasive problem that can have significant repercussions on employees and administrations alike. To investigate these dynamics, data were collected from a diverse sample of employees in various industries through structured surveys. The study employs a comprehensive framework to elucidate the incidental impacts of workplace ostracism on turnover intention and organizational performance, mediated by knowledge sharing. The results show a positive correlation between WO and the TI, and negatively linked to organizational performance, primarily due to its adverse impact on knowledge sharing. This underscores the harmful consequences of workplace ostracism for both employee retention and overall organizational effectiveness. Moreover, this research investigates the moderating role of emotional intelligence in these relationships. Emotional intelligence is found to mitigate the negative effects of workplace ostracism, particularly by enhancing the positive influence of knowledge sharing on organizational performance. This highlights the importance of nurturing emotional intelligence as a means to counteract the damaging effects of workplace ostracism.