Exploring the Mediating Role of Mindfulness in Mitigating Workplace Ostracism's Effect on Turnover Intention: Evidence from the Banking Sector in Pakistan

Abstract

Workplace ostracism, characterized by the intentional or unintentional disregard and neglect of employees by their colleagues or senior management, poses significant challenges to organizational harmony and employee retention. This study aims to investigate the potential of mindfulness in ameliorating the adverse effects of ostracism, thereby reducing turnover rates. Through a survey of 256 employees in the banking sector of Pakistan, we examine whether mindfulness facilitates employees' resilience to workplace ostracism and their subsequent decision to remain within the organization. Utilizing structural equation modeling in IBM-AMOS, findings reveal that workplace ostracism positively and significantly influences turnover intention, while exhibiting a negative and significant relationship with mindfulness. Furthermore, mindfulness demonstrates a negative association with turnover intention, suggesting its potential as a buffer against the detrimental impacts of ostracism. These results offer valuable insights for organizational management and policymakers seeking to enhance employee well-being and reduce turnover rates. By fostering a culture of active mindfulness, organizations can empower employees to navigate challenges associated with workplace ostracism, ultimately fostering greater engagement and retention. Responsible managers can leverage these findings to cultivate factors that promote mindfulness among employees, thereby fostering a more supportive and inclusive work environment conducive to long-term organizational success.