Impact of workplace ostracism on job performance among university employees: Moderating role of emotional intelligence

Abstract

This study investigates the impact of workplace ostracism on job performance, with a focus on the moderating role of emotional intelligence. Using a quantitative research design, the study collected data through purposive sampling from a sample of 170 university employees (102 females, 68 males), Participants complete questionnaires measuring workplace ostracism, job performance, and emotional intelligence using Workplace Ostracism scale, Job Performance scale, and the Wong and Law Emotional Intelligence scale. In SPSS data were analyzed using Pearson Correlation, one-way ANOVA, independent sample t-test, regression and the PROCESS macro. Findings indicate a significant negative correlation between workplace ostracism and job performance. Additionally, a negative correlation exists between workplace ostracism and emotional intelligence, whereas emotional intelligence and job performance showed a significant positive correlation. Results further indicated that less experienced employees experienced higher workplace ostracism than more experienced ones, and age and qualification levels also varied. However, emotional intelligence does not moderate the relationship between workplace ostracism and job performance suggesting that emotional intelligence alone may not be sufficient to mitigate its effects. The study emphasizes fostering inclusive workplaces and enhancing emotional intelligence training to improve job performance.