How work–family conflict shapes organizational citizenship behavior through workplace ostracism and psychological well-being
DOI:
https://doi.org/10.68065/joccd.05.01.172Keywords:
Organizational Citizenship Behavior, Work–Family Conflict, Workplace Ostracism, Conservation of Resources Theory, Support of OrganizationalAbstract
The contemporary workplace has largely come to include competing demands. This creates the issue of work–family conflict (WFC) for employees and organizations alike. This study adheres to the tenets of Conservation of Resources (COR) Theory in the analysis of the relationship between WFC and OCB, while assessing the roles of workplace ostracism (WPO) and psychological well-being (PWB) as potential mediators. Research data was collected from employees working at banking organizations in Pakistan. The research model was validated using the method of Partial Least Squares Structural Equation Modeling (PLS-SEM). It was found that WFC has negative effects on workplace ostracism and psychological well-being, both of which are reflected in employees’ levels of OCB. The current study attempts to fill a gap in the existing literature by focusing on the social and psychological aspects of employee well-being and organizational behavior. This study extends COR Theory to the developing world. The implications of this study are intended for management practitioners to provide practical approaches for the enhancement of employee well-being, the mitigation of workplace ostracism, and the positive affirmation of discretionary behaviors in support of organizational effectiveness.
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Copyright (c) 2026 Nimra Ishtiaq, Muhammad Mazhar, Ghulam Mustafa Mir, Rao Abdul Hannan Jaffar (Author)
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