Cyberbullying, ostracism and job performance: Organisational climate in IT industry

Abstract

Purpose: Workplace ostracism and cyberbullying are widespread issues affecting employee job performance, particularly in the information technology (IT) industry. Based on the social exchange theory, this study investigates the impact of ostracism and cyberbullying on employee job performance, with the moderating role of organisational climate.
Design/methodology/approach: This research gathered quantitative data from 486 IT workers using adapted and validated seven-point Likert-scale instruments via a time-lagged survey. The study analysed demographic variables using SPSS and structural equation modelling with SmartPLS.
Findings/results: The study found a negative relationship between cyberbullying and job performance, as well as a negative relationship between ostracism and job performance. Organisational climate played a positive role in the relationship between ostracism and job performance but had no impact on the relationship between cyberbullying and job performance.
Practical implications: The study helps businesses and organisations that specifically use technologies develop procedures and policies to address cyberbullying and workplace ostracism. To mitigate these issues and enhance organisational cohesiveness and employee well-being, managers should foster open lines of communication and implement targeted policies.
Originality/value: This study addresses a significant gap in global workplace research by examining the combined effects of workplace ostracism and cyberbullying on job performance within Pakistan’s IT sector. The results pertain to the challenges encountered by digital technologies worldwide. Grounded in social exchange theory, the study provides HR professionals, policymakers and international organisations with valuable guidance for developing effective strategies to prevent workplace abuse and promote better work environments.