Why do I contribute to organizational learning when I am ostracized? A moderated mediation analysis

Drawing on social exchange and emotional regulation perspectives, this study investigates the role of emotional suppression in reducing the detrimental effects of workplace ostracism on organizational learning. Based on the responses of 162 participants from the financial industry, and with the application of moderated mediation analysis, the findings demonstrate that workplace ostracism is mediated by employee silence, which has a negative effect on organizational learning. Interestingly, however, the results exhibit that emotional suppression operates as a buffer between workplace ostracism, employee silence and organizational learning, which leads to the achievement of organizational learning motives. Therefore, the silent employees, who experience workplace ostracism, may still be contributing toward organizational learning, if they are proficient in suppressing their emotions. Given that, the study implies that emotional suppression is fundamentally important to reduce the injurious outcomes of workplace ostracism, in the contemporary organizational settings, particularly with regard to organizational learning.

Automated summary

This study investigates the role of emotional suppression in reducing the detrimental effects of workplace ostracism on organizational learning. The findings suggest that emotional suppression acts as a buffer between workplace ostracism, employee silence, and organizational learning, leading to the achievement of organizational learning motives.