The interplay of mindfulness in mitigating the effects of workplace ostracism on knowledge sharing: Insights from Jordanian private hospitals
-
DOIhttp://dx.doi.org/10.21511/ppm.22(2).2024.06
-
Article InfoVolume 22 2024, Issue #2, pp. 61-70
- 200 Views
-
36 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
The study aims to investigate the relationship between workplace ostracism and employee willingness to share knowledge with the moderating role of mindfulness. The data were collected from six leading private hospitals in Amman, Jordan, targeting 271 employees holding different medical and administrative positions regarding their experiences with workplace ostracism and the corresponding impact on knowledge sharing. Thus, the study sample being healthcare professionals is not by default but rather a conscious choice in light of the critical role they play in a high-stake environment; moreover, in some cases, knowledge hoarding has proven to have dire repercussions. The results revealed that workplace ostracism significantly and negatively affected degrees of knowledge sharing (p < 0.001). This indicates that ostracized workers would feel shut out and likely become a hindrance to the information and insight flow. The positive outcome is that employees engaging in mindfulness practices seem to cushion the blow that such negative experiences deliver. Those likely to become easily focused are likely to be less threatened by knowledge sharing – they expect that the impact of ostracism will be transient, which could protect a person from the potentially isolating effects of ostracism in the workplace.
- Keywords
-
JEL Classification (Paper profile tab)M12, M54, D23
-
References57
-
Tables4
-
Figures1
-
- Figure 1. Moderating effect results
-
- Table 1. Demographics results
- Table 2. Constructs validity and reliability
- Table 3. Fornell-Larcker criterion
- Table 4. Effects on endogenous variable
-
- Akram, T., Lei, S., Haider, M. J., Hussain, S. T., & Puig, L. C. M. (2017). The effect of organizational justice on knowledge sharing: Empirical evidence from the Chinese telecommunications sector. Journal of Innovation & Knowledge, 2(3), 134-145.
- Ali, M., Khan, A. N., Khan, M. M., Butt, A. S., & Shah, S. H. H. (2022). Mindfulness and study engagement: Mediating role of psychological capital and intrinsic motivation. Journal of Professional Capital and Community, 7(2), 144-158.
- Alzghoul, A., Elrehail, H., Emeagwali, O. L., & AlShboul, M. K. (2018). Knowledge management, workplace climate, creativity and performance: The role of authentic leadership. Journal of Workplace Learning, 30(8), 592-612.
- Anjum, M. A., Liang, D., Durrani, D. K., & Ahmed, A. (2022). Workplace ostracism and discretionary work effort: A conditional process analysis. Journal of Management & Organization, 28(2), 226-243.
- Arch, J. J., & Craske, M. G. (2006). Mechanisms of mindfulness: Emotion regulation following a focused breathing induction. Behaviour Research and Therapy, 44(12), 1849-1858.
- Balliet, D., & Ferris, D. L. (2013). Ostracism and prosocial behavior: A social dilemma perspective. Organizational Behavior and Human Decision Processes, 120(2), 298-308.
- Bock, G. W., Zmud, R. W., Kim, Y. G., & Lee, J. N. (2005). Behavioral intention formation in knowledge sharing: Examining the roles of extrinsic motivators, social-psychological forces, and organizational climate. MIS Quarterly, 29(1), 87-111.
- Brown, K. W., Ryan, R. M., & Creswell, J. D. (2007). Addressing fundamental questions about mindfulness. Psychological Inquiry, 18(4), 272-281.
- Cardaciotto, L., Herbert, J. D., Forman, E. M., Moitra, E., & Farrow, V. (2008). The assessment of present-moment awareness and acceptance: The Philadelphia Mindfulness Scale. Assessment, 15(2), 204-223.
- Carter, A., Tobias, J., & Spiegelhalter, K. (2016). Mindfulness in organisations: Case studies of organisational practice. Institute for employment studies, Cranfield University.
- Chung, Y. W. (2015). The mediating effects of organizational conflict on the relationships between workplace ostracism with in-role behavior and organizational citizenship behavior. International Journal of Conflict Management, 26(4), 366-385.
- Dane, E., & Brummel, B. J. (2014). Examining workplace mindfulness and its relations to job performance and turnover intention. Human Relations, 67(1), 105-128.
- Dash, D., Farooq, R., & Upadhyay, S. (2023). Linking workplace ostracism and knowledge hoarding via organizational climate: A review and research agenda. International Journal of Innovation Science, 15(1), 135-166.
- De Clercq, D., Haq, I. U., & Azeem, M. U. (2019). Workplace ostracism and job performance: Roles of self-efficacy and job level. Personnel Review, 48(1), 184-203.
- Derfler-Rozin, R., Pillutla, M., & Thau, S. (2010). Social reconnection revisited: The effects of social exclusion risk on reciprocity, trust, and general risk-taking. Organizational Behavior and Human Decision Processes, 112(2), 140-150.
- Elrehail, H., Emeagwali, O. L., Alsaad, A., & Alzghoul, A. (2018). The impact of transformational and authentic leadership on innovation in higher education: The contingent role of knowledge sharing. Telematics and Informatics, 35(1), 55-67.
- Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93(6), 1348-1366.
- Ferris, D. L., Lian, H., Brown, D. J., & Morrison, R. (2015). Ostracism, self-esteem, and job performance: When do we self-verify and when do we self-enhance? Academy of Management Journal, 58(1), 279-297.
- Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
- Gerpott, F. H., Fasbender, U., & Burmeister, A. (2020). Respectful leadership and followers’ knowledge sharing: A social mindfulness lens. Human Relations, 73(6), 789-810.
- Glomb, T. M., Duffy, M. K., Bono, J. E., & Yang, T. (2011). Mindfulness at work. In A. Joshi, H. Liao, & J. J. Martocchio (Eds.), Research in personnel and human resources management (pp. 115-157). Emerald Group Publishing Limited.
- Hair, J. F., Matthews, L. M., Matthews, R. L., & Sarstedt, M. (2017). PLS-SEM or CB-SEM: Updated guidelines on which method to use. International Journal of Multivariate Data Analysis, 1(2), 107-123.
- Henseler, J., Ringle, C. M., & Sinkovics, R. R. (2009). The use of partial least squares path modeling in international marketing. In R. R. Sinkovics & P. N. Ghauri (Eds.), New challenges to international marketing (pp. 277-319). Emerald Group Publishing Limited.
- Hitlan, R. T., & Noel, J. (2009). The influence of workplace exclusion and personality on counterproductive work behaviours: An interactionist perspective. European Journal of Work and Organizational Psychology, 18(4), 477-502.
- Hitlan, R. T., Cliffton, R. J., & DeSoto, M. C. (2006). Perceived exclusion in the workplace: The moderating effects of gender on work-related attitudes and psychological health. North American Journal of Psychology, 8(2), 217-236.
- Imran, M. K., Fatima, T., Sarwar, A., & Iqbal, S. M. J. (2023). Will I speak up or remain silent? Workplace ostracism and employee performance based on self-control perspective. The Journal of Social Psychology, 163(1), 107-125.
- Islam, S. U., Irfan, B., Jamshed, H., Anjum, I., & Nawaz, M. (2021). Workplace ostracism and knowledge sharing in projectized organizations of Pakistan. International Journal of Business and Economic Affairs, 6(2), 70-81.
- Jha, A. P., Stanley, E. A., Kiyonaga, A., Wong, L., & Gelfand, L. (2010). Examining the protective effects of mindfulness training on working memory capacity and affective experience. Emotion, 10(1), 54-64.
- Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of e-Collaboration (IJEC), 11(4).
- Langer, E. J., & Moldoveanu, M. (2000). Mindfulness research and the future. Journal of Social Issues, 56(1), 129-139.
- Le, P. B., & Lei, H. (2018). The mediating role of trust in stimulating the relationship between transformational leadership and knowledge sharing processes. Journal of Knowledge Management, 22(3), 521-537.
- McCormick, D. W., & Hunter, J. (2008). Mindfulness in the workplace: An exploratory study. Academy of Management Annual Meeting. Annaheim, California.
- Nahapiet, J., & Ghoshal, S. (1998). Social capital, intellectual capital, and the organizational advantage. The Academy of Management Review, 23(2), 242-266.
- Nonaka, I. (1994). A dynamic theory of organizational knowledge creation. Organization Science, 5(1), 14-37.
- Oufkir, L., Fredj, M., & Kassou, I. (2017). Performance measurement for knowledge management: Designing a reference model. Journal of Organizational Knowledge Management, 2017, Article 733562.
- Oyemomi, O., Liu, S., Neaga, I., & Alkhuraiji, A. (2016). How knowledge sharing and business process contribute to organizational performance: Using the fsQCA approach. Journal of Business Research, 69(11), 5222-5227.
- Panda, P. (2022). Exploring the effectiveness of workplace spirituality and mindfulness interventions: A systematic literature review. International Journal of Finance, Entrepreneurship & Sustainability, 2(2).
- Paul, G. R., & Perwez, S. K. (2023). Mindful organizations: A bibliometric study to provide insights into the interplay between mindfulness and psychological capital in the workplace. International Journal of Professional Business Review, 8(3).
- Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
- Rabiul, M. K., Al Karim, R., & Ahmed, S. U. M. (2023). Task performance of hotel employees: Role of ostracism, meaningfulness, and emotional exhaustion. Journal of Hospitality and Tourism Management, 56, 314-321.
- Ramaci, T., Bellini, D., Presti, G., & Santisi, G. (2019). Psychological flexibility and mindfulness as predictors of individual outcomes in hospital health workers. Frontiers in Psychology, 10.
- Riaz, S., Xu, Y., & Hussain, S. (2019). Workplace ostracism and knowledge hiding: The mediating role of job tension. Sustainability, 11(20), Article 5547.
- Robinson, S. L., O’Reilly, J., & Wang, W. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management, 39(1), 203-231.
- Sahito, A. A., Hassan, N., & Lahbar, G. M. (2023). The effect of workplace ostracism on knowledge sharing influence and task performance: The mediating role of organization. Global Social Sciences Review, VIII, 238-247.
- Sawal, M. S. (2023). Mindfulness and life satisfaction in workplace among employees. International Journal for Research in Applied Science & Engineering Technology, 11(5), 724-728.
- Sutcliffe, K. M., Vogus, T. J., & Dane, E. (2016). Mindfulness in organizations: A cross-level review. Annual Review of Organizational Psychology and Organizational Behavior, 3, 55-81.
- Takhsha, M., Barahimi, N., Adelpanah, A., & Salehzadeh, R. (2020). The effect of workplace ostracism on knowledge sharing: The mediating role of organization-based self-esteem and organizational silence. Journal of Workplace Learning, 32(6), 417-435.
- Van Beest, I., & Williams, K. D. (2011). “Why hast thou forsaken me?” The effect of thinking about being ostracized by God on well-being and prosocial behavior. Social Psychological and Personality Science, 2(4), 379-386.
- Vance, C. M., Boje, D. M., Mendenhall, M. E., & Kropp, H. R. (1991). A taxonomy of individual learning benefits from external knowledge-sharing meetings. Human Resource Development Quarterly, 2(1), 37-52.
- Vui-Yee, K., & Yen-Hwa, T. (2020). When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Management Review, 32(3), 238-248.
- Wang, G. H., Li, J. H., Liu, H., & Zaggia, C. (2023). The association between workplace ostracism and knowledge-sharing behaviors among Chinese university teachers: The chain mediating model of job burnout and job satisfaction. Frontiers in Psychology, 14.
- Williams, K. D. (2007). Ostracism: The kiss of social death. Social and Personality Psychology Compass, 1(1), 236-247.
- Williams, K. D., & Zadro, L. (2005). Ostracism: The indiscriminate early detection system. In K. D. Williams, J. P. Forgas, & W. von Hippel (Eds.), The Social outcast: ostracism, social exclusion, rejection, and bullying (pp. 19-34). Psychology Press.
- Wu, C. H., Liu, J., Kwan, H. K., & Lee, C. (2016). Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. Journal of Applied Psychology, 101(3), 362-378.
- Zaman, U., Nawaz, S., Shafique, O., Rafique, S., & Wright, L. T. (rev. ed.). (2021). Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior. Cogent Business & Management, 8(1), Article 1941586.
- Zhao, H., Peng, Z., & Sheard, G. (2013). Workplace ostracism and hospitality employees’ counterproductive work behaviors: The joint moderating effects of proactive personality and political skill. International Journal of Hospitality Management, 33, 219-227.
- Zhao, H., Xia, Q., He, P., Sheard, G., & Wan, P. (2016). Workplace ostracism and knowledge hiding in service organizations. International Journal of Hospitality Management, 59, 84-94.