Purpose

The current work explores the relationship between workplace ostracism, emotional intelligence (EI) and organizational change cynicism. This paper also aims to examine how dimensions of EI moderate the relationship between workplace ostracism and organizational change cynicism.

Design/methodology/approach

This study intends to examine the contribution of independent variable as well as moderating variable towards the outcome. Therefore, Pearson product–moment correlation and moderated regression analyses have been carried out to verify the hypotheses. To validate the tools upon the employees of India, authors have carried out measurement model analyses through AMOS and checked their composite reliability, convergent validity (average variance extraction [AVE]) and discriminant validity (square root of AVE). This study followed a simple random sampling technique with 276 employees (Male: N = 150, Mage = 34.34, female: N = 126, Mage = 31.57) from three manufacturing units of Odisha, an Eastern part of India.

Findings

Results showed that workplace ostracism was positively related to organizational change cynicism. However, only two dimensions of EI, namely, appraisal and regulation of self-emotion (ARSE) and other’s emotional appraisal were negatively related to organizational change cynicism. Moderated regression analysis indicates that positive relationship between workplace ostracism and organizational change cynicism is stronger for employees with low ARSE and other emotional appraisals than those with higher scores.

Practical/implications

The researchers conclude this paper with inputs for developing a suitable training module on EI, specifically focusing on various emotional management skills.

Originality/value

To the best of the authors’ knowledge, this study is first of its kind on workplace ostracism and organizational change cynicism among Indian employees in the manufacturing sector. This study also examines the moderating role of EI on workplace ostracism and organizational change cynicism, which has been somehow inadequate in the present epoch.

中文翻译：

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职场排斥与组织变革愤世嫉俗：情商的调节作用

目的

目前的工作探讨了工作场所排斥、情商 (EI) 和组织变革愤世嫉俗之间的关系。本文还旨在研究 EI 的维度如何调节工作场所排斥与组织变革愤世嫉俗之间的关系。

设计/方法/途径

本研究旨在检验自变量和调节变量对结果的贡献。因此，进行了 Pearson 乘积矩相关和调节回归分析来验证假设。为了在印度员工身上验证这些工具，作者通过 AMOS 进行了测量模型分析，并检查了它们的综合可靠性、收敛有效性（平均方差提取 [AVE]）和判别有效性（AVE 的平方根）。这项研究采用了一种简单的随机抽样技术，涉及来自印度东部奥里萨邦三个制造单位的 276 名员工（男性：N = 150，法师 = 34.34，女性：N = 126，法师 = 31.57）。

发现

结果表明，工作场所排斥与组织变革愤世嫉俗呈正相关。然而，EI只有两个维度，即自我情绪的评估和调节（ARSE）和他人的情绪评估与组织变革愤世嫉俗呈负相关。适度回归分析表明，与得分较高的员工相比，具有低 ASS 和其他情绪评估的员工，工作场所排斥与组织变革愤世嫉俗之间的正相关关系更强。

实际影响

研究人员总结了本文，为开发合适的 EI 培训模块提供了输入，特别关注各种情绪管理技能。

原创性/价值

据作者所知，这项研究首次针对制造业印度员工的工作场所排斥和组织变革冷嘲热讽。本研究还考察了 EI 在工作场所排斥和组织变革愤世嫉俗方面的调节作用，这在当今时代是不充分的。