BackgroundWorkplace ostracism is a negative social stressor that is associated with psychological distress, work stress, and poor employee well-being. Leadership behavior is an important determinant of social inclusion in the workplace; yet there is a lack of evidence on how and under what conditions spiritual leadership can counteract ostracism, especially in a highly regulated work context.ObjectiveThis study examines the association between spiritual leadership and workplace ostracism, with justice orientation explored as a moderating variable in this association. Additionally, job social support, meaningful work, and harmonious passion are investigated as psychological mechanisms mediating this association.MethodsA cross-sectional survey was conducted among 378 banking employees in Punjab, Pakistan. Standardized scales were used to measure all variables. Hierarchical regression analysis was employed to test direct and moderating effects, while mediation analyses were conducted using regression-based procedures to examine the proposed parallel mediating mechanisms.ResultsThe results indicate a negative association between spiritual leadership and workplace ostracism. Justice orientation moderates this relationship, such that a more negative relationship is found for employees with higher justice orientation. Job social support, meaningful work, and harmonious passion each partially mediate the association between spiritual leadership and workplace ostracism.ConclusionThe findings of this study indicate that spiritual leadership is related to reduced workplace ostracism through unique interpersonal, cognitive, and motivational mechanisms. By identifying three distinct psychological mechanisms and a critical boundary condition, this study places spiritual leadership on the organizational map as a valuable work resource for promoting social inclusion and employee well-being in a regulated work context.
Ikram et al. (Wed,) studied this question.