Navigating workplace ostracism: the potential protective power of career adaptability against job burnout

BACKGROUND: The issue of job burnout among hemodialysis nurses is becoming increasingly prominent. However, existing research has mainly concentrated on organizational and individual factors, overlooking the impact of negative interpersonal interactions. Workplace ostracism may contribute to job burnout among hemodialysis nurses, though the underlying mechanisms remain insufficiently understood. This study examined the potential mediating role of workplace loneliness and the moderating effect of career adaptability within the Conservation of Resources framework. METHODS: A cross-sectional survey was conducted in November 2025 among 434 hemodialysis nurses from 30 blood purification centers in Liaoning Province, China. Data were collected using validated instruments: the Workplace Ostracism Scale, Loneliness at Work Scale, Maslach Burnout Inventory, and Career Adapt-Abilities Scale. Mediation and moderated mediation analyses were performed using PROCESS macro with 5,000 bootstrap samples. RESULTS: Workplace ostracism positively predicted job burnout (β = 0.355, P < 0.001). Workplace loneliness accounted for 23.9% of this total effect; its indirect effect remained significant (β = 0.085, P < 0.001 ).The association between workplace loneliness and job burnout was moderated by career adaptability (β = -0. 115, P < 0. 001);Once career adaptability surpassed the standardized cut-off point of 0.515, the effect was no longer statistically significant. CONCLUSION: This study found associations between workplace ostracism, workplace loneliness, and job burnout. Workplace loneliness mediated the relationship between workplace ostracism and job burnout, and career adaptability moderated the association between workplace loneliness and job burnout. These findings suggest that workplace relational factors and personal resources may warrant attention in future occupational health research. CLINICAL TRIAL NUMBER : Not applicable.