This paper aims to illuminate the association between workplace ostracism and stress since ostracism is the most prevalent form of mistreatment in modern-day work settings. The study also investigates the moderating role of employees’ self-efficacy, gender, and work culture. Data was collected through a survey and structured questionnaires from employees working in both public and private sector banks in Pakistan. Data Analysis was conducted using statistical techniques such as bootstrapping, regression analysis and process macros. The study findings reveal that workplace ostracism is positively related to stress; and negatively related to employee's self-efficacy. Gender and organizational work culture have a moderating relationship. Self-efficacy mitigated the adverse effects of workplace ostracism in the form of stress, as self-efficacious employees tend to experience less stress in their workplace. Organizations must take account of the stress-mitigating impact of self-efficacy which is principally strong for producing acceptable performance since mistreatment and impolite behaviors cannot be evaded and prevented entirely in the social context of the contemporary workplace. Implications and future research directions are discussed in light of the findings.

中文翻译：

---

工作场所排斥和自我效能与工作压力的协同作用

本文旨在阐明工作场所排斥与压力之间的关系，因为排斥是现代工作环境中最普遍的虐待形式。该研究还调查了员工自我效能，性别和工作文化的调节作用。通过调查和从巴基斯坦公共和私营部门银行工作的员工收集的结构化问卷，收集了数据。数据分析是使用统计技术进行的，例如自举，回归分析和过程宏。研究结果表明，工作场所的排斥与压力呈正相关；反之亦然。与员工的自我效能感负相关。性别与组织工作文化具有节制的关系。自我效能感以压力的形式减轻了工作场所被排斥的不利影响，因为具有自我效能感的员工倾向于在工作场所减少压力。组织必须考虑到自我效能减轻压力的影响，这对于产生可接受的性能是很重要的，因为不能避免和完全避免在当代工作场所的社会环境中虐待和不礼貌的行为。根据研究结果对影响和未来的研究方向进行了讨论。