Work Environment and Occupational Wellbeing among Employees: The Intervening Role of Workplace Ostracism

Abstract

This study examined the relationships between organizational culture, workplace ostracism, and occupational well-being among employees. It was hypothesized that workplace ostracism mediates the relationship between organizational culture and occupational well-being. Correlational research design was used and data were collected from 300 employees aged 25–45 years (M = 32.13, SD = 6.85) through purposive sampling across educational, banking, and telecommunication sectors. The study employed the Working Environment Scale (WES-10; Rossberg, Eiring & Friis, 2004), the Workplace Ostracism Scale (Ferris et al., 2008), and the Occupational Well-Being Scale (OWB; Daovisan & Intarakamhang, 2024). Results revealed that workplace ostracism significantly mediated the relationship between organizational culture and occupational well-being. A more intense work environment was associated with higher levels of ostracism, which in turn negatively impacted employee well-being. The findings highlight the importance of fostering an affective organizational culture to reduce ostracism and enhance employee well-being.