Public Administration Perspective

The Impact of Ostracism in The Workplace on Job Performance with the Mediating Role of Employees' Work Discipline in Government Offices

Document Type : Research Article

Author

Assistant Professor, Department of Educational Sciences, Faculty of Educational Science and Psychology, Payame Noor University, Tehran, Iran

Abstract

Purpose: Performance-related problems are issues that managers always face; therefore, management must recognize the factors affecting employee performance. Many factors influence employee performance, among them, ostracism and work discipline are two key elements that have gained more attention among organizations recently; hence, the present research aimed to examine the impact of ostracism in the workplace on job performance with the mediating role of work discipline among employees of government offices.
Design/methodology/approach: This research is applied in terms of its objective, utilizing a descriptive survey approach in its execution and data collection method. The statistical population of the study consisted of all 207 employees of government offices in Sahneh County, from which 135 individuals were selected as the sample using Cochran's method and stratified random sampling. However, 125 individuals participated in the study. Three questionnaires were used to collect data: a) Hitlan and Noel's (2009) Workplace Rejection Questionnaire; b) Amirnejad's (2012) Work Discipline Questionnaire; c) Michleson and Olson's (2019) Job Performance Questionnaire. Structural equation modeling with the partial least squares method and Smart-PLS version 4 software was used to analyze the data.
Research Findings: The analysis of the descriptive findings showed that the mean and standard deviation of the variable of rejection were 34.36 and 5.68, work discipline were 41.43 and 2.05, and job performance were 25.95 and 2.64. Additionally, the value of the Kolmogorov-Smirnov statistic is significant in two variables: work discipline and job performance. Therefore, Smart-PLS4 statistical software was used to analyze the data. To investigate the adequacy and appropriateness of the conceptual model of the research, structural equation analysis was used. In the development of the initial model, a total of 33 items (17 items for the rejection variable, 10 items for the work discipline variable, and six items for the job performance variable) were entered. In the initial review of the model, items with weak factor load were identified and removed from the model. Nine items were eliminated from the rejection variable, three items from the work discipline variable, and two items from the job performance variable. Before reviewing the research hypotheses, the validity and reliability of the constructs were investigated and confirmed.
The research findings showed that workplace ostracism has a positive and significant effect on job performance and a non-significant negative impact on employee work discipline; however, the effect of work discipline on job performance is negative but non-significant. Additionally, the indirect effect of ostracism on job performance, mediated by work discipline, is not significant, indicating that the mediating role of work discipline is not significant.
Limitations & Consequences: The limited sample size and the use of a questionnaire as the sole measurement tool, along with a lack of existing theories in the research area, reduced the validity and generalizability of the results.
Practical Consequences: The primary outcome of this research is to increase managers' awareness of employee ostracism and its impact in the workplace, prompting them to establish clear disciplinary policies that enhance employees' psychological security and mitigate the adverse effects of ostracism. Implementing mechanisms such as peer and manager support programs and educational initiatives can enhance workplace culture and improve employee well-being, serving as an effective deterrent to workplace ostracism.
Innovation or value of the Article: presenting a model that shows the consequences of ostracism in the workplace and work discipline on the job performance of employees in government offices.  
Paper Type: Original Paper

Keywords

  1. Adha, R. N., Qomariah, N., & Hafidzi, A. H. (2019). Pengaruh motivasi kerja, lingkungan kerja, budaya kerja terhadap kinerja karyawan dinas sosial kabupaten Jember. Jurnal Penelitian IPTEKS, 4(1), 47-62. https://doi.org/10.32528/ipteks.v4i1.2109
  2. Ahmad Izhan, F. F., Ahmi, A., Othman, N. A. F., & Majid, M. (2024). Navigating the labyrinth of social exclusion: a bibliometric review. Mental Health and Social Inclusion, 28(6), 1183-1203. https://doi.org/10.1108/MHSI-02-2024-0025
  3. Al-Aziz, M. F., Bahiroh, E., & Mulyani, A. S. (2025). The Effect of Teamwork and Work Dicipline on Employee Performance with Job Satisfaction as an Intervening Variable. Indonesian Journal of Innovation Multidisipliner Research, 3(1), 55-62. https://doi.org/10.69693/ijim.v3i1.286
  4. Aldhuhoori, F., Faridahwati, Mohd. S. (2022). The Influence of Observed Workplace Ostracism on Psychological Distress and Job Performance: The Moderating Effects of Perpetrator’s Injustice Attribution and Emotional Intelligence. Global Conference on Business and Social Sciences Proceeding. 1(62). https://doi.org/10.35609/gcbssproceeding.
  5. Alizadeh, R., Afrasiabi, R. (2025). The Relationship between Professional Ethics and Work Discipline with the Job Performance of Sixth Grade Elementary Teachers in Bojnord City. Journal of Modern Management Engineering, 11 (1), 72-98. [In Persian]
  6. Amirnejad, Gh. (2013), Investigating the Relationship between Organizational Factors and Staff Discipline of Islamic Azad University, Shushtar Branch, Journal of Social Sciences, 7(21): 221-242.
  7. Anisa N. L., Sri, S. (2025). The Influence of Work Discipline and Work Training on Employee Performance. Bandung Conference Series Business and Management. 5(1):669-674. https://doi.org/10.29313/bcsbm.v5i1.18070
  8. Anwar, G., & Abdullah, N. N. (2021). The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5(1), 1-13. https://papers.ssrn.com/abstract=3824689
  9. Arjamandrad, I & Shukarkan, H. (2019). The relationship between social capital and quality of work life with job performance and work enthusiasm. Journal of Industrial and Organizational Psychology Studies. 7 (2). 225-240. [In Persian]
  10. Ayub, A., Sultana, F., Iqbal, S., Abdullah, M., & Khan, N. (2021). Coping with workplace ostracism through ability-based emotional intelligence. Journal of Organizational Change Management, 34(5), 969-989. https://doi.org/10.1108/JOCM-11-2020-0359
  11. Azhar, M. E., Nurdin, D. U., & Siswadi, Y. (2020). Pengaruh Disiplin Kerja Dan Kompensasi Terhadap Kepuasan Kerja Karyawan. Jurnal Humaniora : Jurnal Ilmu Sosial, Ekonomi Dan Hukum, 4(1), 46–60. https://doi.org/10.30601/humaniora.v4i1.422
  12. Banerjee, S., & Shinde, O. (2025). A Systematic Literature Review of Workplace Ostracism, on Employee Outcomes. Advances in Consumer Research, 2(1).323-330. https://acr-journal.com
  13. Basit, A. A., & Nauman, S. (2023). How workplace loneliness harms employee well-being: A moderated mediational model. Frontiers in Psychology, 13, 1086346. https://doi.org/10.3389/fpsyg.2022.1086346
  14. Damayanti, N. K. A. (2024). Pengaruh Disiplin Kerja terhadap Kinerja Pegawai dengan Motivasi Kerja sebagai Variabel Mediasi Pada Dinas PUPRPKP Kabupaten Klungkung (Doctoral dissertation, Universitas Mahasaraswati Denpasar). http://eprints.unmas.ac.id/id/eprint/5714
  15. Das, S. C., & Ekka, D. (2024). Workplace Ostracism and Turnover Intention in Organizations: A Meta-analytic Review. Technology, 5(1), 48-73. https://doi.org/10.1177/258195422412501 47
  16. Dewi, P. M. D. R. U., Setini, M., Hapsari, P. I., & Dharmanegara, I. A. (2023). Enabling Employees to Perform with the Factors that Influence it: The Impact of Democratic Leadership and Work Discipline. Journal of Economics, Finance And Management Studies. 6(7),3501-3510. https://doi.org/10.47191/jefms/v6-i7-57
  17. Doğan, H. B. (2024). The Effect of Negative Organizational Gossip and Organizational Hypocrisy on Turnover Intention. Journal of Business Research, 16(3), 1658-1678. https://doi.org/10.20491/isarder.2024.1878
  18. Dong, N., Zhang, Y., Ma, X., Yin, K., & Liu, Y. (2024). Carrying Ostracism Overnight: The Cognitive Mechanism Underlying the Effect of Daily Workplace Ostracism on Next‐Day Work Engagement. Stress and Health, 40(6), e3500. https://doi.org/10.1002/smi.3500
  19. Fachira, N., & Widodo, S. (2025). The Effect of Job Satisfaction, Discipline, and Work Environment on Employee Work Improvement at the Serdang Bedagai Regency DPRD Office. Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan, 6(2), 13-13. https://doi.org/10.53697/emak.v6i2.2291
  20. Febrian Enriko, F. E., & Arianto, T. (2022). Pengaruh Motivasi Kerja, Disiplin Kerja dan Insentif Terhadap Kepuasan Kerja Karyawan. (JEMS) Jurnal Entrepreneur Dan Manajemen Sains, 3(1), 107–115. https://doi.org/10.36085/jems.v3i1.2763
  21. Giovany, R., & Suyana, H. (2024). Enhancing Employee Performance: The Effect of Job Satisfaction, Motivation, Workload, and Work Discipline. Human Capital and Organizations, 2(1), 24-34. https://doi.org/10.58777/hco.v2i1.276
  22. Handayani, G. A., Sundjoto, S., & Rahayu, S. (2024). The Influence of Work Discipline, Job Satisfaction and Work Environment on the Performance of Surabaya Region III Airport Authority Employees. Journal of Education Technology Information Social Sciences and Health, 3(1), 743-750. https://doi.org/10.57235/jetish.v3i1.2156
  23. Hensler, S., Heinemann, D., Becker, M. T., Ackermann, H., Wiesemann, A., Abholz, H. H., & Engeser, P. (2009). Chronic pain in German general practice. Pain Medicine, 10(8), 1408-1415. https://doi.org/10.1111/j.1526-4637.2009.00735.x
  24. Hilmawan, I. (2021). Pengaruh disiplin kerja dan gaya kepemimpinan transformasional terhadap kinerja karyawan melalui kepuasan kerja sebagai variabel intervening (Studi Kasus Pada PT. Multi Pratama Azalea, Kragilan, Banten). Rekaman: Riset Ekonomi Bidang Akuntansi dan Manajemen, 5(1), 1-8. https://ojs.jurnalrekaman.com/index.php/rekaman/article/view/99
  25. Hitlan, R. T., & Noel, J. (2009). The influence of workplace exclusion and personality on counterproductive work behaviors: An interactional European Journal of Work and Organizational Psychology, 18, 477-502. https://doi.org/10.1080/13594320903025028
  26. Ibrahim, T., & Olaleye, A. (2024). The impact of workplace ostracism on emotional exhaustion and productivity: Mediating role of motivation. Journal of Organizational Behavior, 45(2), 178-193. https://doi.org/10.1108/APJBA-08-2023- 0408
  27. Jahanzeb, S., Fatima, T., Javed, B., & Giles, J. P. (2020). Can mindfulness overcome the effects of workplace ostracism on job performance?. The Journal of Social Psychology, 160(5), 589-602. https://doi.org/10.1080/00224545.2019.1707465
  28. James, H. R. (2023). When the Little Things Aren't So Little: Exploring the Role of Self-Compassion Following Experiences of Workplace Ostracism (Doctoral dissertation, Toronto Metropolitan University). https://doi.org/10.32920/26883409.v1
  29. Jang, E.; Chen, X. (2022). How Can WeMakeaSustainable Workplace? Workplace Ostracism, Employees’ Well-Being via Need Satisfaction and Moderated Mediation Role of Authentic Leadership. Sustainability, 14, 2869. https://doi.org/ 10.3390/su14052869
  30. Juliartha, I. K., Suputra, I. W., & Dharmanegara, I. A. (2023). The Influence of Work Ethic, Work Discipline, and Physical Work Environment of Productivity Employees at PT Jenggala Keramik Bali in Jimbaran Badung Regency. Journal of Governance, Taxation and Auditing, 2(2), 107-110. https://doi.org/10.38142/jogta.v2i2.876
  31. Khajehpour, N., Beshlideh, K., & Baharloo, M. (2017). The Relationship between Workplace Rejection and Job Performance, Organizational Citizenship Behavior, and Turnover Intention: The Mediating Role of Job Satisfaction. Psychological Achievements, 24(2), 137-160. [In Persian] https://doi.org/10.22055/psy.2018.17802.1529
  32. Kristianto, T. (2025). The Influence of Work Discipline, Work Motivation, and Job Satisfaction on Employee Performance: Literature Review. Socio-Economic and Humanistic Aspects for Township and Industry. 3(1), 173-179. https://doi.org/10.59535/sehati.v3i1.462
  33. Lestari, S., & Afifah, D. (2020). Pengaruh Disiplin Kerja Dan Pelatihan Kerja Terhadap Kinerja Karyawan. Kinerja, 3(01), 93-110. https://doi.org/10.34005/kinerja.v3i1.1279
  34. Mangkunegara, A. P. (2017). Manajemen Sumber Daya Manusia Perusahaan. Rosda.
  35. Mikkelsen, A., & Olsen, E. (2019). The influence of change-oriented leadership on work performance and job satisfaction in hospitals–the mediating roles of learning demands and job involvement. Leadership in Health Services, 32(1), 37-53. https://doi.org/10.1108/LHS-12-2016-0063
  36. Mishra, R. K., Wagh, A., Patel, D. K., & Pandey, A. (2024). Linking Workplace Ostracism with Job Performance of Service Sector Professionals. Rabindra Bharati Patrika. 27 (2).
  37. Mohammad, S. S., & Nazir, N. A. (2023). Practical implications of workplace ostracism: a systematic literature review. Business Analyst Journal, 44(1), 15-33. https://doi.org/10.1108/baj-12-2022-0036
  38. Muna, N., & Isnowati, S. (2022). Pengaruh Disiplin Kerja, Motivasi Kerja dan Pengembangan Karir Terhadap Kinerja Karyawan (Studi pada PT WEM Demak Sejahtera). Jesya, 5(2), 1119–1130. https://doi.org/10.36778/jesya.v5i2.652
  39. Noor, T., & Abbas, S. (2024). Psychological safety as a critical factor in resource depletion and engagement decline due to ostracism. Human Relations, 77(4), 612-630. https://doi.org/10.xxxx/xxxx
  40. Pala’langan, A. Y. (2021). Pengaruh servant leadership, disiplin kerja, dan kepuasan kerja terhadap kinerja guru. Jurnal Akuntabilitas Manajemen Pendidikan, 9(2), 223–231. https://doi.org/10.21831/jamp.v9i2.38875
  41. PARAMITHA, N. L. M. A., INDIANI, N. L. P., & YASA, P. N. S. (2024). The Role of Job Satisfaction as a Mediator of Work Discipline and Organizational Climate on Employee Performance. International Journal of Environmental, Sustainability, and Social Science, 5(4), 928-945.
  42. Paterson-Roberts, A., Yamin, R., Mortensen, M., & Reyes, D. L. (2023). Handling rejection within the workplace: four evidence-based approaches. Organizational Dynamics, 52(3), 100993. https://doi.org/10.1016/j.orgdyn.2023.100993
  43. Putri, E. M., Ekowati, V. M., Supriyanto, A. S., & Mukaffi, Z. (2019). The effect of work environment on employee performance through work discipline. International Journal of Research-GRANTHAALAYAH, 7(4), 132-140. https://doi.org/10.5281/zenodo.2653144
  44. Rezaei, Sh., & Monazami, A. (2021). The Effect of Workplace Rejection on Job Performance with the Mediating Role of Psychological Capital in Employees of Sport and Youth Offices in Ilam Province. Journal of Sport Psychology Studies, 10(38), 138-145. [In Persian] https://doi.org/10.22089/SPSYJ.2021.10273.2136.
  45. Rivai, V. (2018). Manajemen Sumber Daya Manusia Untuk Perusahaan, Edisi 2. Rajawali Pers.
  46. Sabir, M. R., Majid, M. B., Aslam, M. Z., Rehman, A., & Rehman, S. (2024). Does workplace ostracismce lead to counterproductive work behavior in healthcare employees: the role of transactional and relational psychological contract breach. Cogent Business & Management, 11(1), 2325337. https://doi.org/10.1080/23311975.2024.23 25337
  47. Saputri, A. D., Handayani, S., & DP, M. K. (2021). Pengaruh Disiplin Kerja dan Pemberian Insentif terhadap Kinerja Karyawan PT Putra Karisma Palembang. Jurnal Nasional Manajemen Pemasaran & SDM, 2(1), 25–42. https://doi.org/10.47747/jnmpsdm.v2i1.211
  48. Sari, P. N. (2023). Pengaruh Lingkungan Kerja Dan Disiplin Kerja Terhadap Kinerja Karyawan. Jurnal Bisnis, Logistik Dan Supply Chain (BLOGCHAIN), 3(1), 11–17. https://doi.org/10.55122/blogchain.v3i1.552
  49. Sarwar, B., Mahasbi, M. H. U., Zulfiqar, S., Sarwar, M. A., & Huo, C. (2025). Silent suffering: exploring the far-reaching impact of supervisor ostracism via sociometer theory. Journal of Applied Research in Higher Education, 17(2), 791-806. https://doi.org/10.1108/jarhe-07-2023-0296
  50. Setianingrum, C., Widjajani, S., Utomo, A. S., & Algifari, A. (2023). The Effect of Discipline and Work Environment on Employee Performance and Job Satisfaction as Mediation Variables. Journal of Economics, Finance and Management Studies, 6(2), 557-565. https://doi.org/10.47191/jefms/v6-i2-01
  51. Sharma, A., Abdullah, H., & Bano, A. (2024). Workplace ostracism in the selected service sector organizations in chhattisgarh: implications for employee well-being and organizational performance. ShodhKosh Journal of Visual and Performing Arts, 5(1). https://doi.org/10.29121/shodhkosh.v5.i1.2024.3243
  52. Shokouhi, N. (2021). The Role of Humble Leadership on Performance and Satisfaction with the Mediating Role of Learning Demand and Job Participation, Thesis for Master's Degree in Business Management, Financial Orientation, Payame Noor University, Hamadan Branch.
  53. Singh, S., Subramani, A. K., David, R., & Jan, N. A. (2024). Workplace ostracism influencing turnover intentions: Moderating roles of perceptions of organizational virtuousness and authentic leadership. Acta Psychologica, 243, 104136. https://doi.org/10.1016/j.actpsy.2024.104136
  54. Sir Akbari, A. (2020). Investigating the relationship between the system of occupational discipline of employees and achieving the organizational goals of universities and private higher education institutions in Balkh province. Quarterly Journal of Contemporary Researches in Management and Accounting Sciences. 3 (9). 188- 203. [In Persian]
  55. Siregar, S., Siallagan, H., & Ginting, G. (2022). Pengaruh motivasi kerja dan disiplin kerja terhadap kepuasan kerja serta dampaknya pada kinerja guru SMK. Jurnal Riset Manajemen Dan Bisnis, 7(1), 1–12. https://doi.org/10.36407/jrmb.v7i1.555
  56. Srivastava, S., & Dhir, S. (2024). Do workplace practices really matter? Role of ostracism and dehumanization at the workplace and psychological well-being of employees. International Journal of Organizational Analysis, (ahead-of-print). https://doi.org/10.1108/ijoa-05-2023-3764
  57. Suci, A., Rahmadani, M., Wonua, A. R., & Hendrik, H. (2023). Pengaruh Disiplin Kerja dan Beban Kerja terhdap Kinerja Karyawan (Studi pada Buruh Panen Kelapa Sawit PT. Damai Jaya Lestari Afdeling IX Kecamatan Tanggetada, Kab. Kolaka). Jurnal Ilmiah Mahasiswa, 1(6), 153–165. https://doi.org/10.59841/intellektika.v1i6.491
  58. Suprapto, S., Hermaningsih, A., & Kaidah, S. (2024). DETECTION OF IMPROVED EMPLOYEE PERFORMANCE BY USING WORK DISCIPLINE MEDIATORS. JOURNAL OF BUSINESS STUDIES AND MANAGEMENT REVIEW, 8(1), 87-93. https://doi.org/10.22437/jbsmr.v8i1.38235
  59. Supriyanto, A. S., & Ekowati, V. M. (2020). Linking work environment to employee performance: the mediating role of work discipline. BISMA (Bisnis dan Manajemen), 13(1), 14-25. https://doi.org/26740/bisma.v13n1.p14-25
  60. Suyono, J., & Istiqomah, S. (2023). The impact of Workplace Ostracism Induced by Co-worker Envy on psychological empowerment and organizational commitment. Journal of Indonesian Economy and Business, 38(3), 191-210. https://doi.org/10.22146/jieb.v38i3.5075
  61. Syauqie A. Dh., Aditia W. A. R. A. (2025). Pengaruh disiplin kerja terhadap kinerja karyawan. January Bandung Conference Series Business and Management. 5(1):169-176. https://doi.org/10.1108/baj-12-2022-0036
  62. Thieu, P. V. (2024). The impact of sustainable human resource management on job performance: Considering the role of knowledge hiding. Tạp Chí Khoa Học Tây Nguyên/VMOST Journal of Social Sciences and Humanities, 66(2). https://doi.org/10.31276/vmostjossh.2023.0064
  63. Triastuti, D. A. (2018). Pengaruh Lingkungan Kerja, Kompetensi Dan Iklim Organisasi Terhadap Kinerja Pegawai Pada Bank BJB Cabang Tasikmalaya. Journal of Management Review, 2(1), 151-160. http://jurnal.unigal.ac.id/index.php/managementreview
  64. Wang, L. M., Lu, L., Wu, W. L., & Luo, Z. W. (2023). Workplace ostracism and employee wellbeing: A conservation of resource perspective. Frontiers in Public Health, 10, 1075682. https://doi.org/10.3389/fpubh.2022.1075682
  65. Wasch, S. N. H. P., Endratno, H., & Hidayah, A. (2025). The Influence of Work Discipline and Work Environment on Performance with Job Satisfaction as a Mediator. International Journal of Educational and Life Sciences, 3(1), 1545-1562. https://doi.org/10.59890/ijels.v3i1.163
  66. Yanti, S., Rumengan, J., & Gunawan, D. (2021). Influence Of Work Discipline, Ethics, Communication, Work Satisfaction On Employee Work Loyalty In Batam University. In IAIC International Conference Series 3(2), 24-32. https://doi.org/10.34306/conferenceseries.v3i2.459
  67. Zarei, P. (2015). Identification and Classification of Factors Affecting Self-Concept and its Relationship with Discipline of Employees of the General Administration of Roads and Urban Development of Khorasan Razavi Province, Master's Thesis in Public Administration, Islamic Azad University, Mashhad Branch.
Public Administration Perspective
Volume 16, Issue 2 - Serial Number 62
July 2025
Pages 58-79