Drawing from the conservation of resources (COR) theory and the socially embedded model
of thriving, this study explores workplace ostracism’s impact on employee’s extra-role
behaviors through the mediation of thriving at work and organization-based self-esteem. For
the needs of this study, “Partial Least Squares Structural Equation Modeling (PLS-SEM)”
was integrated based on a convenient sample of 234 employees across 12 pharmaceutical
companies in Greece. Further analysis was conducted in order to examine workplace
ostracism’s impact on employees’ extra-role behaviors as “bundles” of proactive and creative
behaviors. The findings underlined workplace ostracism’s significant and negative impact on
employees’ extra-role behaviors, both generally, and as “bundles” of proactive and creative
behaviors, via the decrease of their levels of thriving and organizational-based self-esteem.
In addition, the serial mediation of both thriving at work and organization-based self-esteem
was examined, and though significant, the results revealed no added value to the individual
effects of both mediators on the respected outcomes. These findings provide important
theoretical and practical implications for both scholars and HR practitioners, regarding the
implementation of more nuanced and holistic interventions that cultivate workplace
environments without ostracism, where employees thrive, develop high levels of
organizational self-esteem, and thus, participate in behaviors outside of their in-role
spectrum. Finally, this study’s limitations are underlined along with suggestions for future
research.
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Previous issue date: 2025
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