Will I speak up or remain silent? Workplace ostracism and employee performance based on self-control perspective.

Drawing on the self-control perspective, this study investigated the buffering effect of emotional suppression in reducing the harmful influence of workplace ostracism on employee performance. The research also studied the mediating role of employee silence and voice behaviors based on social exchange theory. We performed moderated mediation analysis on responses received from 159 employees working in the financial industry of the Southern Punjab region of Pakistan. The results showed that workplace ostracism harms employee performance via employee silence and voice behaviors. Furthermore, emotional suppression moderated the mediated relationship between workplace ostracism and employee performance. The results indicated that if ostracized employees adopt voice behavior, emotional suppression cannot aid them in performing better as compared to those who remain silent and regain their self-esteem. Our findings highlight the importance of emotional suppression capability in reducing the damaging outcomes of ostracism in organizational settings.

Mitigating effect of perceived organizational support on stress in the presence of workplace ostracism in the Pakistani nursing sector.

BACKGROUND: Nursing has a reputation for being a predominantly stressful profession. Prior studies focus on the overt antecedents of stress like bullying, harassment, and verbal aggression from patients as well as colleagues. Employee stress has been receiving attention for decades, yet there is a research gap on the role of workplace ostracism as an antecedent of stress for nurses. This study aimed to consider the effect of workplace ostracism on the perceived stress of nurses while considering the moderating role of perceived organizational support. METHODS: This study is quantitative. A time-lagged survey was conducted in private and public hospitals of Pakistan. Data were collected from 241 nurses. Statistical Package for the Social Sciences (SPSS) software and analysis of a moment structures (AMOS) software were employed for data analysis, such as bootstrapping analysis, Sobel test, and regression analysis. RESULTS: Results demonstrated that workplace ostracism is positively associated with stress, while perceived organizational support has a moderating relationship. Perceived organizational support mitigates the adverse effects of workplace ostracism on nurses. CONCLUSION: This study contributes significantly to nursing literature by identifying workplace ostracism as one of the significant antecedents of stress for nurses. Perceived organizational support shows that employees are cared for and appreciated by the organization, which lessens the strength of perceived stress due to workplace ostracism.

Exploring Women's Multi-Level Career Prospects in Pakistan: Barriers, Interventions, and Outcomes.

Utilizing the relational framework of diversity management and social role theory, this exploratory study illuminates the career prospects of women working in the patriarchal society of Pakistan. With the help of Nvivo 12 Plus, themes were generated based on 27 in depth, semi-structured interviews. The findings showed an interrelated web of factors interacting at three levels; macro, meso, and micro; that were explained on the premises of the social role theory. Major impediments to women's career progress were religious interpretations, socio-cultural factors and Sifarish (i.e., favoritism/nepotism) at the macro-level. At the meso-level, the barriers involved segregation, discrimination, harassment, and lack of work-family balance initiatives at the workplace. The micro-level obstacles involved personal values and needs, queen bee syndrome and a lack of awareness. The experiences of Pakistani women varied based on socio-economic status, marriage, religion and various aspects of individual identity, that intersected with gender and accordingly affected their career outcomes either positively or negatively. Therefore, the study also contributes to the emergent area of intersectional studies which posits that individuals experience various facets of identity concurrently and that these factors do not operate separately but are interrelated and interact. Moreover, the study also highlights the interventions for creating gender parity like clarification of Islamic guidelines, strict accountability of workplace policies, and the provision of work-family balance support. The outcomes highlighted by the respondents included happiness, confidence, agency, and improved quality of life. The paper concludes with implications for theory and practice, limitations, and future research avenues.