Physics

Work (physics)

Mathematics

Statistics

Inertia

Engineering

Psychology

Ostracism

Organizational commitment

Structural equation modeling

Classical mechanics

Social psychology

Mechanical engineering

Organizacija

Background and Purpose: Many organizations suffer from an increased in the paradoxical behaviours of leaders, leading to followers to feel lonely and the workplace ostracism, which negatively effects the emergence of organizational inertia. The main purpose of this study is to examine direct and indirect effect of paradoxical leader behaviours on organizational inertia through the mediating role of the workplace ostracism. Design/Methodology/Approach : Using the convenience sampling technique, a self-administered survey was conducted at the level of a sample (n = 564) of employees in the factories of the State Company for Textile and Leather Industry in Iraq. Structural equation modelling (SEM) was employed to test the proposed research model using the AMOS v.24 software. Results : The findings revealed that paradoxical leader behaviours have a significant effect on workplace ostracism and organizational inertia. Further, workplace ostracism significant effect on organizational inertia. In addition, the study empirically supports the mediating effect of workplace ostracism on the relationship between paradoxical leader behaviours and organizational inertia. Conclusion: When paradoxical behaviours arise in the behaviour of an organization’s leaders, it will have an influence on the emergence of workplace ostracism amongst employees, hence the subsequent emergence of organizational inertia in general in the work environment. Based on these results, this study should be of help to leaders in avoiding paradoxical behaviours in terms of maintaining a certain equilibrium in dealing with employees to find a positive work environment that reduces staff ostracism, and thus organizational inertia.

Workplace Ostracism as a Mediating Variable in the Relationship between Paradoxical Leader Behaviours and Organizational Inertia