Role of Affective Commitment in the Relationship between Ostracism and Turnover Intention

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Zeytonli, Asiyeh | 2020

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Type of Document: M.Sc. Thesis
Language: Farsi
Document No: 52756 (44)
University: Sharif University of Technology
Department: Management and Economics
Advisor(s): Banki, Sara
Abstract:
A lot of researchers have suggested that ostracism as a disruptive behavior, has been widespread among organizations and a lot of researches has been studied its consequences in recent years.This research studies ostracism’s consequences and proposes a theoretical model of organizational ostracism with affective commitment, intention to turnover and organizational dependability as one of affective commitment’s antecedents. This study has been done on 231 employees of three medium knowledge-based organizations to identify the effects of ostracism on employee’s turnover behavior. Results show that ostracism, due to its impact on the affective commitment of ostracized peoples, reduces this type pf commitment and as a result, increases employees’ intention to turnover. This study also proves that relationship between ostracism and affective commitment are mediated by organizational dependability. Moreover, this study shows that people with high affective commitment will react moderate to ostracism. Which means that relationship between ostracism and intention to turnover can be moderated by affective commitment
Keywords:
Turnover Intention ; Organizational Dependability ; Ostracism ; Affective Commitment

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