Assessment of Workplace Ostracism on Job Performance through the mediating role of Knowledge Sharing: Emotional Intelligence works as a moderator

Abstract

The study inspects the impact of performance of an employee at the ostracized workplace in the mediating role of knowledge sharing, where emotional intelligence is used as a moderator deployed at the main office of the Water and Power Development Authority, Pakistan. Based on conservation of resources theory, role of knowledge sharing and emotional intelligence accentuated the impact of performance on the job of prevailing ostracism at the place of work. Data was collected from 500 respondents through a simple random sampling method. Adopted structured questionnaires were used to gather data through E-mail. For result of the study, SPSS and Smart PLS were done to test the data for explore the associations and examined the hypothesized model. Results showed that the impact of workplace ostracism on job performance was significant and negative. This study improved the performance of an employee through knowledge sharing to mitigate the impact of ostracism at work. Furthermore, emotional intelligence moderated the relationship of workplace ostracism and job performance was found significant and positive. Regulators create a flexible atmosphere that will encourage job performance in ostracized environment. This study broadens its focus and has an impact on its conclusions. Due to methodological limitations resulting from the quantitative design and self-reported questionnaire data, subtle factors influencing attitudes and behaviors may be missed. Furthermore, the cross-sectional methodology makes longitudinal analysis difficult, and the study's narrow emphasis on Pakistan context limits its generalizability to a variety of cultural and socioeconomic circumstances. These restrictions underline the necessity of exercising caution when interpreting the data and point to directions for further study to fill the knowledge gaps about the dynamics of job performance.