Author:
Sahoo Bharat Chandra,Sia Surendra Kumar,Mishra Lalit Kumar,Wilson M.J. Antony
Abstract
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.
Subject
Strategy and Management,General Economics, Econometrics and Finance,Business and International Management
Reference90 articles.
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2. Organizational cynicism: bases and consequences;Genetic, Social, and General Psychology Monographs,2000
3. The need to belong: desire for interpersonal attachments as a fundamental human motivation;Psychological Bulletin,1995
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