Abstract

Workplace deviant behavior (WDB) and workplace ostracism (WO) have emerged as one of the most toxic behaviors that breed self-protection and self-interest in today’s organizations. However, limited evidence is available on the underlying factors, such as organizational conflict (OC), knowledge-sharing behavior (KSB) and emotional intelligence (EI), in explaining the WO-WDB relationship. Hence, the present study aims to introduce and empirically validate a moderated-mediation model of workplace deviant behavior, involving WO, OC, KSB and EI, respectively. Drawing on study data from 250 officials in the higher education public sector institutions in Pakistan, and employing structural equation modeling with partial least squares, the findings revealed a significant positive effect of WO on WDB. Besides the validation of the mediating roles of OC and KSB, the findings also confirmed a significant moderating influence of EI. The study implications provide theoretical and practical insights to better interpret KSB, OI and EI in organizations that can generate effective deterrence towards WO and WDB.

摘要

工作场所越轨行为 (WDB) 和工作场所排斥 (WO) 已成为当今组织中滋生自我保护和自我利益的最有害行为之一。然而，在解释 WO-WDB 关系时，关于组织冲突 (OC)、知识共享行为 (KSB) 和情商 (EI) 等潜在因素的证据有限。因此，本研究旨在引入和实证验证工作场所越轨行为的调节调解模型，分别涉及 WO、OC、KSB 和 EI。利用来自巴基斯坦高等教育公共部门机构 250 名官员的研究数据，并采用偏最小二乘的结构方程模型，研究结果揭示了 WO 对 WDB 的显着积极影响。除了验证 OC 和 KSB 的中介作用外，研究结果还证实了 EI 的显着调节影响。研究意义为更好地解释组织中的 KSB、OI 和 EI 提供了理论和实践见解，这些组织可以对 WO 和 WDB 产生有效的威慑。