Scholarlink

<p>This study investigates how workplace ostracism undermines employees’ perceptions of decent work. Drawing on the psychology of working theory (PWT), we conducted a three-wave, time-lagged study using structural equation modeling to test our hypotheses. The findings of our study revealed that workplace ostracism diminishes career identity and career self-efficacy, both of which positively enhance perceived employability, which significantly enhances decent work. Furthermore, our findings also revealed that organizational career support (OCS) moderates the negative impact of workplace ostracism on career self-efficacy, though its moderating effect on career identity was insignificant. The insignificant moderation of OCS mirrored that organizational support may not always render positive work outcomes. This research contributes theoretically by deepening understanding of PWT and practically by offering recommendations for organizations seeking to foster inclusive, supportive environments that enhance employees’ career resilience.</p>

错误：搜索内容不能为空，请输入英文关键词
错误：关键词超出字数限制，请精简
高级检索

The path to decent work: exploring career identity, career self-efficacy, and organizational career support in the face of ostracism

  • 期刊论文

  • 发表日期：

    2025年9月6日

查看全文
  • Bilal Ahmad,
  • Shahid Latif

摘要

This study investigates how workplace ostracism undermines employees’ perceptions of decent work. Drawing on the psychology of working theory (PWT), we conducted a three-wave, time-lagged study using structural equation modeling to test our hypotheses. The findings of our study revealed that workplace ostracism diminishes career identity and career self-efficacy, both of which positively enhance perceived employability, which significantly enhances decent work. Furthermore, our findings also revealed that organizational career support (OCS) moderates the negative impact of workplace ostracism on career self-efficacy, though its moderating effect on career identity was insignificant. The insignificant moderation of OCS mirrored that organizational support may not always render positive work outcomes. This research contributes theoretically by deepening understanding of PWT and practically by offering recommendations for organizations seeking to foster inclusive, supportive environments that enhance employees’ career resilience.