Exploring the dynamics of workplace ostracism: unpacking the role of self-esteem and extraversion in shaping employees’ normative commitment

Purpose This study theorises that workplace ostracism negatively affects employees’ normative commitment, both directly and indirectly through self-esteem. Additionally, the study posits that extraversion moderates the negative relationship between workplace ostracism and self-esteem. Design/methodology/approach A two-staged time-lagged survey was conducted involving 301 customer-contact respondents across 27 financial institutions in Ghana. Our hypotheses were tested using SMART PLS 3.2.9. Findings The results indicate that workplace ostracism has a harmful impact on employees’ normative commitment through its effect on self-esteem. Extraversion was found to have a positive influence on self-esteem. However, it did not serve as a moderator in the relationships between workplace ostracism, self-esteem and employee commitment. Originality/value This study, grounded in the conservation of resource theory, identifies self-esteem as a psychological resource and highlights the pathway through which workplace ostracism affects employees’ normative commitment. Furthermore, the study reveals that extraversion does not enhance the relationship between workplace ostracism and employees’ self-esteem.