Abstract

This study examines how workplace ostracism affects job satisfaction and the role of self-compassion as a moderator among workplace ostracism and job satisfaction. A sample of 300 workers (n=160) males, (n=140) females were taken from various private and government sectors of Wah Cantt, Attock, Rawalpindi, and Islamabad by using purposive sampling technique. Participants were 25-65 old to measure the variables of three scales including 10-item workplace ostracism scale (Ferris et al, 2008), 12-item self-compassion scale (Kristin Neff, 2020) and a 10-item job satisfaction scales were being used. . Reliability analysis yielded alpha coefficients of .91 for workplace ostracism, .53 for self-compassion, and .85 for job satisfaction (Locke, 1976; Yuzuk, 196l). Each scale is a five point likert scale ranges from 1=never to 5=always. Statistical Program for Social Sciences (SPSS) was used to execute all the Statistical tests. Descriptive Analysis including, correlation, t test, linear regression analysis and moderation analysis were used to analyze data. The findings of the study showed negative relationship between workplace ostracism and job satisfaction and positive correlation of self compassion with job satisfaction. . Additionally results of the t test analysis revealed that males tend to have higher levels of self-compassion and job satisfaction compared to females which indicated that females experience more workplace ostracism than men, leading to lower job satisfaction. The results of the moderation analysis revealed that self-compassion moderates the link between workplace exclusion along with job satisfaction. This investigation sheds lights on the significant role of job satisfaction resulting from reduced ostracism and enhanced self-compassion can positively impact employee performance. This, in turn, can lead to increased productivity, creativity, and overall organizational success.