20.500.12556/DKUM-95688 How does workplace ostracism affect employee performance? mediating role of psychological resilience, moderated mediation role of cyberloafing Kako izobčevanje na delovnem mestu vpliva na uspešnost zaposlenih? Mediacijska vloga psihološke odpornosti, moderirana mediacijska vloga spletnega postopanja Background and Purpose: Workplace ostracism is the situation in which the employee is rejected and ignored by the employees in the same workplace. Since this is a situation that prevents the success of the employees, it affects the performance of the employee. In this respect we assume that it is an important mediator in terms of experiencing psychological resilience in this relationship. In our research model, we also suggested that cyberloafing will affect the severity of the relationship between workplace ostracism and resilience. Therefore, we suggested that psychological resilience would have a mediator role and cyberloafing would have a moderating role in the relationship between workplace ostracism and employee performance, based on the opinions of employees. Design/Methodology/Approach: Data were obtained from 482 employees of Erzincan Municipality by utilizing the survey method. The obtained data were analyzed by using structural equation modeling to test our hypotheses. Results: It was found that there is a significant and positive correlation between workplace ostracism and psychological resilience, a significant and positive correlation between psychological resilience and employee performance, and a significant and negative correlation between workplace ostracism and employee performance. In addition, it was determined that workplace ostracism has an indirect effect on employee performance through psychological resilience, and cyberloafing has a moderating role in this indirect relationship. Conclusion: Our results showed the importance of the mediator role of psychological resilience and the moderator role of cyberloafing in the relationship between perceived workplace ostracism and employee performance. Ozadje in namen: Izobčenje na delovnem mestu (ostracizem) je situacija, v kateri sodelavci mestu zavračajo in ignorirajo zaposlenega. Ker gre za situacijo, ki ovira uspešno delo zaposlenih, le-ta tudi vpliva na uspešnost posameznika. V zvezi s tem v naši študiji predpostavljamo, da je psihološka odpornost pomemben mediator v tem odnosu. V našem raziskovalnem modelu smo tudi predlagali, da bo spletno postopanje vplivalo na razmerje med izobčevanjem na delovnem mestu in odpornostjo. Zato smo v tej študiji na podlagi mnenj zaposlenih predlagali, da bi imela psihološka odpornost posredniško vlogo, kibernetsko postopanje pa posreden vpliv v razmerju med izobčenostjo na delovnem mestu in uspešnostjo zaposlenih. Zasnova/metodologija/pristop: V tem kontekstu so bili podatki pridobljeni od 482 zaposlenih v mestu Erzincan z uporabo anketne metode. Pridobljene podatke smo analizirali z uporabo modeliranja strukturnih enačb, ki smo jih uporabili za testiranje hipotez. Rezultati: Ugotovljeno je bilo, da obstaja pomembna in pozitivna korelacija med ostracizmom na delovnem mestu in psihološko odpornostjo, pomembna in pozitivna korelacija med psihološko odpornostjo in uspešnostjo zaposlenih ter pomembna in negativna korelacija med ostracizmom na delovnem mestu in uspešnostjo zaposlenih. Poleg tega je bilo ugotovljeno, da ima ostracizem na delovnem mestu posreden učinek na uspešnost zaposlenih prek psihološke odpornosti, spletno postopanje pa ima v tem posrednem razmerju posreden vpliv. Zaključek: Naši rezultati so pokazali pomen posredniške vloge psihološke odpornosti in moderatorske vloge spletnega postopanja v razmerju med zaznano izobčenostjo na delovnem mestu in uspešnostjo zaposlenih. workplace ostracism psychological resilience employee performance cyberloafing mediating role ostracizem na delovnem mestu psihološka odpornost uspešnost zaposlenih spletno postopanje posredniška vloga true true true Angleški jezik Slovenski jezik Neznano 2025-10-09 10:39:43 2025-10-09 10:39:43 2025-10-10 03:19:25 0000-00-00 00:00:00 2023 0 0 str. 51-65 issue 1 Vol. 56 2023 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 2023-01-01 658.3 252449539 10.2478/orga-2023-0004 1318-5454 https://organizacija.fov.um.si/issues/vol-56-no-1-2023/ 1 81578f15-a4eb-11f0-9896-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=199739 RAZ_Baş_Murat_2023.pdf RAZ_Baş_Murat_2023.pdf 1 DA86F6DC81CE54F98D745AA4158F9D76 46ef61b73e93206b0d0370ae23bbb077fa06d00151ccdf187c7da1d31a48bd15 bccc8ca4-a4eb-11f0-9896-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=199740 Fakulteta za organizacijske vede Organizacija 0 0 0