WORKPLACE OSTRACISM AS A PREDICTOR OF TURNOVER INTENTIONS IN THE BANKING SECTOR

Abstract

Background: In professional settings, individuals who feel excluded, disregarded, or rejected by their colleagues are experiencing workplace ostracism. This phenomenon can lead to various adverse effects, such as reduced job contentment, heightened stress levels, and diminished work performance. Recent studies have increasingly focused on exploring the connection between employees' sense of ostracism and their inclination to depart from their current organizations.

Aim: The aim of the current research is to investigate if workplace ostracism acts as a predictor of turnover intentions of employees in the banking sector.

Method: Data was acquired from employees of the banking sector, totalling 98 employees, using standardized questionnaires that had a good level of reliability and validity.

Results: The statistical outcome from Pearson’s correlation matrix indicates a positive association between employees feeling ostracism at work and their intentions to leave (r=0.619; p < 0.001). Further, it was indicated that ostracism acts as a predictor of turnover intentions (R² = 0.384; P < 0.001).

Conclusion: There exists a positive relationship between workplace ostracism and turnover intentions of employees from the banking sector, along with ostracism being a strong predictor of an employee's decision to leave an organisation.