A Causal Model of the Relationship between Anger and Counterproductive Behaviors with the Mediating Role of Workplace Ostracism among Employees of a Company in the Petrochemical Industries

Abstract

Introduction and Aim: Counterproductive behaviors can have detrimental consequences for organizational performance. Therefore, the present research was conducted with the aim of investigating the causal model of the relationship between anger and counterproductive behaviors with the mediating role of workplace ostracism among the employees of a company in the petrochemical industries.

Methodology: The present research was applied in terms of purpose and descriptive-correlational in terms of implementation method. The statistical population of this study was all employees of a company in the petrochemical industries, from whom 290 people were selected by convenience sampling. Data collection tools included the workplace ostracism questionnaire, workplace  deviance questionnaire and trait anger questionnaire  , which were provided to the participants online. The data were analyzed using structural equation modeling in SPSS-27 and Smart PLS-3 software.

Findings: The findings showed that the causal model of the relationship between anger and counterproductive behaviors with the mediating role of workplace ostracism among the employees of a company in the petrochemical industries had a good fit. In this model, the direct effect of anger on workplace ostracism and counterproductive behaviors, the direct effect of workplace ostracism on counterproductive behaviors and the indirect effect of anger on counterproductive behaviors mediated by workplace ostracism were significant (P<0.05).

Conclusion: Based on the findings of the present study, providing anger management training and reducing the factors contributing to workplace ostracism can help reduce counterproductive work behaviors among employees.