Abstract Background and Purpose: Many organizations suffer from an increased in the paradoxical behaviours of leaders, leading to followers to feel lonely and the workplace ostracism, which negatively effects the emergence of organizational inertia. The main purpose of this study is to examine direct and indirect effect of paradoxical leader behaviours on organizational inertia through the mediating role of the workplace ostracism. Design/Methodology/Approach: Using the convenience sampling technique, a self-administered survey was conducted at the level of a sample (n = 564) of employees in the factories of the State Company for Textile and Leather Industry in Iraq. Structural equation modelling (SEM) was employed to test the proposed research model using the AMOS v.24 software. Results: The findings revealed that paradoxical leader behaviours have a significant effect on workplace ostracism and organizational inertia. Further, workplace ostracism significant effect on organizational inertia. In addition, the study empirically supports the mediating effect of workplace ostracism on the relationship between paradoxical leader behaviours and organizational inertia. Conclusion: When paradoxical behaviours arise in the behaviour of an organization’s leaders, it will have an influence on the emergence of workplace ostracism amongst employees, hence the subsequent emergence of organizational inertia in general in the work environment. Based on these results, this study should be of help to leaders in avoiding paradoxical behaviours in terms of maintaining a certain equilibrium in dealing with employees to find a positive work environment that reduces staff ostracism, and thus organizational inertia.

中文翻译：

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工作场所排斥是矛盾领导行为与组织惯性之间关系的中介变量

摘要背景与目的：许多组织遭受领导者悖论行为的增加，导致追随者感到孤独和工作场所被排斥，这对组织惯性的出现产生负面影响。这项研究的主要目的是通过工作场所排斥的中介作用来检验悖论性领导行为对组织惯性的直接和间接影响。设计/方法/方法：使用便利抽样技术，对伊拉克国家纺织和皮革工业公司工厂的员工样本（n = 564）进行了自我管理调查。结构方程模型（SEM）用于使用AMOS v.24软件测试提出的研究模型。结果：研究结果表明，自相矛盾的领导者行为对工作场所的排斥和组织惯性有重大影响。此外，工作场所的排斥对组织惯性有重大影响。此外，该研究在经验上支持工作场所排斥对矛盾的领导者行为与组织惯性之间关系的中介作用。结论：当组织领导者的行为中出现自相矛盾的行为时，它将对员工之间的工作场所排斥现象的产生产生影响，从而在工作环境中随后普遍出现组织惰性。根据这些结果，