Countering Exclusion at Work: How Passion and Embeddedness Sustain Innovation in Organizations

Countering Exclusion at Work: How Passion and Embeddedness Sustain Innovation in Organizations | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Article Countering Exclusion at Work: How Passion and Embeddedness Sustain Innovation in Organizations Ding Weichao, Muhammad Rafiq This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-7032917/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract Workplace exclusion poses a growing challenge to organizational innovation and employee well-being. This study investigates how workplace ostracism (WOS) affects employee innovative behaviour (EIB), while highlighting the protective roles of passion for work (PFW) and job embeddedness (JEM). Drawing on the conservation of resources (COR) theory, we conceptualize PFW as a critical emotional resource that mediates the negative effects of ostracism, and JEM as a structural buffer that moderates these dynamics. Using data from 377 employees in Malaysia’s manufacturing sector and employing SPSS PROCESS models 4 and 7, we find that WOS significantly reduces EIB. However, this effect is attenuated when employees possess high PFW, and further moderated by JEM, which helps preserve PFW even under exclusionary conditions. Our findings offer theoretical insights into the psychosocial mechanisms underpinning innovation and extend the COR framework by integrating both emotional and structural job resources. From a practical standpoint, this study underscores the need for inclusive organizational cultures that foster emotional engagement and strengthen employee ties to their roles. By cultivating passion and embeddedness, organizations can counteract the detrimental effects of social exclusion and sustain innovation even in challenging work environments. This research contributes to broader discussions on social inclusion, resilience, and creativity in contemporary organizational life. Business and commerce/Business and management Social science/Business and management Biological sciences/Psychology Social science/Psychology Workplace ostracism job embeddedness passion for work employee innovative behaviour manufacturing industry Malaysia Figures Figure 1 Introduction In the last decade, the complex dynamics of the workplace have undergone a profound transformation due to rapid technological advancements, shifting societal values, and evolving organizational structures (Chughtai, Syed, Naseer, & Chinchilla, 2023 ). Amid these changes, one persistent challenge remains: workplace ostracism (WOS: Ferris, Brown, Berry, & Lian, 2008 ). While traditionally overlooked in favour of more overt forms of workplace conflict, ostracism, characterized by exclusion or marginalization, is now emerging as a significant inhibitor to employee well-being and, crucially, employee innovative behaviour (EIB: Chung & Kim, 2017 ). As organizations in the 21st century heavily rely on innovation to maintain competitive advantage, understanding the barriers to its cultivation, like ostracism, is paramount (Zhang & Xu, 2023 ). However, despite the recognized importance of innovation and the growing evidence of ostracism's detrimental effects, the current literature still lacks a comprehensive exploration of the mechanisms linking these two phenomena. This knowledge gap hampers organizations' efforts to counteract ostracism's negative impacts and build a thriving culture of innovation. Hence, the present study aims to delve deeper into this overlooked area, particularly investigating the potential mediators and moderators that could help organizations better manage the effects of ostracism and foster a more innovative environment. Employee innovative behavior (EIB) has become increasingly critical in today’s fast-evolving workplace, particularly as businesses strive to maintain their competitive edge through innovation. EIB refers to the generation, promotion, and implementation of new ideas in the workplace (Scott & Bruce, 1994 ), which is essential not only for organizational growth but also for long-term sustainability in a competitive market (Cerne, Nerstad, Dysvik, & Skerlavaj, 2014). This is especially true in sectors such as manufacturing, where continuous improvements in processes, products, and technologies are key drivers of competitive advantage (Rafiq, 2019 ). Innovation at the individual level drives organizational success, yet factors like workplace ostracism can severely diminish employees’ willingness or ability to engage in innovative activities (Zhang & Xu, 2023 ). As organizations increasingly rely on their employees' ability to innovate in response to industry changes, understanding how negative interpersonal dynamics, such as WOS, undermine innovation is of paramount importance. Investigating EIB within this context will provide critical insights into how companies can foster environments that support creativity and innovation, even in challenging social climates. While limited literature has tried to unveil the mechanisms mediating the impact of WOS on innovation, such as job satisfaction (Chung & Kim, 2017 ), the role of emotional factors remains underexplored. An emerging construct that warrants attention in this context is passion for work (PFW), a multifaceted emotional state involving intense positive feelings towards one's work (Srivastava, 2012 ). PFW not only stimulates creativity (Biraglia & Kadile, 2017 ) but also enhances resilience in the face of adversities (Unjai, Forster, Mitchell, & Creedy, 2022 ), potentially mitigating ostracism's adverse effects. Further, passionate employees are likely to stay engaged and committed to their work despite negative experiences (Unjai et al., 2022 ), suggesting that PFW might serve as a critical buffer in the ostracism-innovation relationship. However, despite its relevance, the mediating role of PFW has not been empirically tested in this context. Thus, this study aims to fill this void by introducing PFW as a key mediator in the relationship between WOS and EIB. Moreover, understanding the conditions under which ostracized employees may maintain their EIB despite diminished passion is equally important. Job embeddedness (JEM), a construct that reflects an employee's interconnectedness with their job and organization (Mitchell, Holtom, Lee, Sablynski, & Erez, 2001 ), is proposed as a possible moderating factor in this scenario. Employees with high JEM may perceive ostracism less detrimentally due to the strong bonds, fit, and sacrifices associated with their job (Lyu & Zhu, 2019 ). Thus, they may retain their PFW even in the face of ostracism, safeguarding EIB. Extant literature highlights the moderating role of JEM in stressful situations (Gustiawan, Noermijati, Aisjah, Indrawati, & Hendryadi, 2023 ; Rafiq & Chin, 2019 ), yet its role in moderating the ostracism-passion relationship is not empirically examined. This paper, therefore, ventures into this uncharted territory by introducing JEM as a novel moderator in the relationship between WOS, PFW, and employee EIB. The conservation of resources (COR) theory (Hobfoll, 1989 ) serves as an appropriate theoretical underpinning for our research framework. COR theory posits that individuals strive to acquire, retain, protect, and foster what they subjectively value (i.e., resources). WOS, as a stressor, threatens employees' psychological resources, diminishing their PFW – a vital psychological resource promoting creativity and innovation. The theory also posits that people with a substantial resource pool are less vulnerable to resource loss and more capable of resource gain (Hobfoll, Halbesleben, Neveu, & Westman, 2018 ). Explained to our context, employees with high JEM, which acts as a resource reservoir, may be less affected by the resource-depleting effect of ostracism on PFW, thereby preserving their EIB. Hence, the tenets of COR theory aptly explain the mechanisms and moderating influences in our proposed relationships. This study extends existing literature in several significant ways. Firstly, it enhances our understanding of the relationship between WOS and EIB by introducing PFW as a novel mediating mechanism. The exploration of this relationship within the context of manufacturing organizations broadens the applicability of research findings beyond the commonly studied service sector. Secondly, by incorporating JEM as a moderating variable, our research sheds light on the context-dependent nature of the ostracism-passion-innovation relationship. This adds a new layer of complexity to existing models of workplace dynamics and offers a richer picture of how ostracism operates within organizational settings. Lastly, the utilization of the COR theory as the theoretical basis enriches the discourse on how stressors like ostracism can deplete resources, thereby negatively affecting individuals and organizations. Literature review and hypotheses development Relationship between WOS and innovative work behaviour WOS, characterized by the exclusion or ignoring of individuals by others in the workplace (Ferris et al., 2008 ), is a silent yet detrimental stressor that can significantly impair an individual's psychological state and work-related outcomes. It stimulates feelings of isolation and reduces employees' perceived belongingness to the organization (Haldorai, Kim, Phetvaroon, & Li, 2020 ). Furthermore, ostracized employees report feeling less valued, and experience decreased self-efficacy (Niu et al., 2023 ), which can adversely impact their work behavior. One of the key work-related behaviors impacted by WOS is innovative work behavior - the generation, promotion, and realization of new ideas within a work role, group, or organization (Chung & Kim, 2017 ). Innovation is critical for an organization's survival, growth, and success in a rapidly changing business environment (Rafiq, 2019 ). However, the development and execution of innovative ideas require a certain level of psychological safety and resource availability, both of which can be severely undermined by experiences of WOS. The negative relationship between WOS and innovative work behavior is further elucidated by the COR theory (Hobfoll, 1989 ). According to the COR theory, individuals strive to obtain, retain, and protect valued resources - including personal resources like self-esteem and organizational commitment, which are crucial for EIB (Boon & Kalshoven, 2014 ). When exposed to stressors like WOS, these resources are threatened, leading to resource loss cycles that can negatively impact EIB. Although previous studies have explored the ostracism-innovation link (Chung & Kim, 2017 ), the potential mechanisms and contingencies influencing this relationship warrant further investigation. Based on the aforementioned literature review, we propose the following hypothesis: H1 WOS is negatively associated with EIB. Relationship between WOS and PFW The presence of WOS has been shown to significantly influences the feelings well-being, attitudes, and behaviour of employees, often culminating in diminished levels of PFW. When employees perceive exclusion within the workplace, their sense of value diminishes, resulting in lower enthusiasm, weakened Vigor, and declining dedication. Alienation occurring socially and professionally contributes to decreased connections, directly affecting engagement and undermining the passion they associate with their roles. Additionally, WOS tends to heighten feelings marked by uncertainty and anxiety, worsening the loss of passion and enthusiasm in professional settings. While much prior research has examined outcomes of WOS in terms of emotional exhaustion, job satisfaction, and compromised performance, the impact on PFW has received limited attention. Given that PFW embodies motivation and supports engagement, it clearly warrants deeper study due to its significance in fostering productivity and advancing innovation across the workplace. From the perspective of the COR theory (Hobfoll, 1989 ), the negative effect of WOS on PFW can be further understood. The COR theory proposes that individuals strive to acquire, maintain, and protect their valued resources, both tangible and intangible. WOS leads to a threat or loss of these essential social resources, inducing stress and, consequently, the loss of other valuable psychological resources, including PFW (Halbesleben, Neveu, Paustian-Underdahl, & Westman, 2014 ). As ostracized employees experience the depletion of their psychological resources, they may lose their PFW. Therefore, we propose: H2 WOS is negatively associated with PFW. Relationship between PFW and EIB The central role of passion in human actions, decision-making, and their effects has been recognized in numerous areas of research, such as entrepreneurial studies (Salas-Vallina, Pozo, & Fernandez-Guerrero, 2020 ) and leadership (Abdelwahed, Soomro, & Shah, 2023 ). In the organizational context, passion is typically directed towards work, understood as a strong inclination towards work-related activities that individuals like, value, and in which they invest time and energy (Rip, Vallerand, & Lafrenière, 2012 ). Passionate employees are considered to be more committed, enthusiastic, and emotionally connected with their work, which makes them more prone to go the extra mile to achieve their goals. Moreover, passionate employees exhibit a higher degree of absorption and dedication, which often results in enhanced innovation (Klaukien, Shepherd, & Patzelt, 2013 ). The emotional and cognitive engagement associated with passion tends to amplify their sense of curiosity, leading to a greater willingness to explore new ideas and question established norms (Leonidou, Christofi, Vrontis, & Thrassou, 2020 ). In turn, this drives them to develop and implement novel solutions, thereby fostering innovation. The affective experience of PFW, thus, fuels the intrinsic motivation that underlies creative and innovative (Klaukien et al., 2013 ). Grounded in these premises, we argue that the passion employees exhibit towards their work could play a critical role in explaining the relationship between WOS and EIB. Furthermore, the COR theory further underpins this link. When individuals are passionate about their work, they perceive it as a valuable resource, which inspires them to invest additional resources to protect and enrich it. Consequently, they adopt EIBs as a means to ensure the sustainability and growth of their cherished resource – their work (Hobfoll, 1989 ). In the light of this, we posit: H3 PFW is positively associated with EIB. The PFW mediates the relationship between WOS and EIB. While the detrimental effects of WOS on employee outcomes such as job performance, job satisfaction, and turnover intentions have been well-established (Chung & Kim, 2017 ), less is known about the buffering mechanisms that could potentially mitigate these effects. Specifically, the impact of ostracism on employees' EIB, a crucial factor for organizational survival and competitiveness in today's fast-paced business environment, remains largely unexplored. On a contrasting note, PFW, characterized by a profound engagement with and enjoyment of work (Abdelwahed et al., 2023 ), has been positively linked with EIB (Klaukien et al., 2013 ). Passionate employees are more likely to exhibit EIB as they are intrinsically motivated to seek novelty and challenge the status quo. Therefore, it seems reasonable to postulate that PFW could serve as a mediating mechanism in the relationship between WOS and EIB. That is, even in the face of ostracism, employees who maintain high levels of passion for their work may continue to display EIB, thereby potentially mitigating the negative effects of ostracism. Grounded in the COR theory, PFW can serve as a resource that individuals might leverage to cope with the negative impacts of WOS (Hobfoll, 1989 ). This theory suggests that employees with greater personal resources, such as a strong passion for their work, can better resist the detrimental effects of resource-draining experiences such as ostracism. Therefore, we propose: H4 PFW mediates the relationship between WOS and EIB. The JEM moderates the relationship between WOS and EIB. In complex organizational, JEM emerges as a salient construct representing employees’ deep-rooted connections and the extent to which their job is positioned with multiple life domains. Those with elevated JEM often exhibit strong fit and link, reflecting both their compatibility with organizational roles and relational ties within the workplace. These embedded characteristics may act as a buffer against the impact of WOS, as employees leverage their deep-rooted affiliations to preserve their PFW and sustain EIB, even when experiencing social exclusion. The ability to retain psychological resources becomes especially crucial in mitigating the negative influence of WOS. A well-established relationship between WOS, PFW, and EIB may thus be moderated by JEM, as embedded employees are more likely to maintain their professional functioning and strive for continued excellence. Consequently, we argue that JEM performs a moderating role in reshaping this relationship dynamic. Anchored in Conservation of Resources and COR theory, which postulates that individuals continuously seek to acquire and preserve resources, stress arises when such resources are threatened. In this framework, JEM provides a robust system of relational and emotional resources that enable employees to confront challenges like WOS. Those with higher JEM are better positioned to withstand depleting effects of ostracism and retain their PFW. In line with COR, JEM serves as a buffer, enhancing well-being and sustaining motivational strength. The presence of strong link, fit, and individuals within the organization enables employees to navigate adversity without needing to sacrifice core capacities. Thus, we propose that JEM moderating the relationship between WOS, PFW, and EIB, reducing the impact against embeddedness and innovation, and allowing individuals to act respectively in preserving their functional and emotional states. Hence, we suggest: H5 JEM moderates the relationship between WOS and PFW, such that the negative relationship is weaker when JEM is high. Methods Research context The present study is conducted within the manufacturing industry in Klang Valley, Kuala Lumpur. Manufacturing, a sector characterised by its dynamic and competitive nature, relies heavily on continual innovation to secure competitive advantages, and maintain productivity. As innovation is inherently tied to the creative and intellectual input of employees (Rafiq, 2019 ), the potential influence of WOS on EIB holds crucial implications for this sector. The manufacturing context inherently fosters a strong sense of interconnection and collaboration, cultivating elevated levels of JEM among employees (Rafiq & Chin, 2019 ). The moderating role of JEM on the WOS–PFW relationship offers an ideal platform for understanding mutual commitment and dedication within work systems. The selection of Klang Valley as the study location is strategic, given its role as an industrial hub and a central hub of manufacturing activity in Malaysia. This area features a diverse employees base spanning various manufacturing segment, which significantly contributes to both internal and external validity. Hence, Klang Valley provides an ideal setting to examine the interconnection among WOS, JEM, PFW, and EIB. Sample and Procedures Data was collected from a total of 377 employees across five manufacturing firms located within the industrial hub of the Klang Valley, Great Kuala Lumpur, Malaysia. The entire data collection process was facilitated directly by the HR departments of the participating organizations, which played a key role throughout the study. All procedures were conducted with strict adherence to standardization protocols to ensure consistency and unbiased outcomes. Formal informed consent was secured from both the organizations and the participating employees before initiating any engagement. During the designated period from February to March 2025, the HR departments distributed the instruments and managed the process efficiently. After completion, responses were returned to the research team. This structured approach helped minimize potential common method bias and allowed the study to capture perspectives from various job roles. The use of HR departments and standardization practices ensured that the process reflected the real conditions experienced by employees and addressed underlying issues and concern in organizational contexts. We received 377 valid questionnaires, with males submitting 54% of them. Age brackets were as follows: 13.5% for individuals under 25, 41.7% for those between 26 and 35, and 44.8% for those over 36. With respect to their educational background, 48.3% of respondents held a Bachelor's degree, 41.6% held a Master's degree, and 10.1% held a PhD. 6.5 years of work experience was the average among the participants. Measures WOS WOS was measured using a 10-item scale developed by Ferris et al. ( 2008 ). A sample item from this scale is "Others left the area when I entered." The reliability of the scale was confirmed with a Cronbach's alpha of 0.93. PFW We used a 5-item scale developed by Baum and Locke ( 2004 ) to measure PFW. A sample item is "I am deeply involved in my work". This scale demonstrated good reliability with a Cronbach's alpha of 0.92. EIB A 6-item scale developed by Scott and Bruce ( 1994 ) was employed to assess EIB. An example item from this scale is " I always explore and apply new processes, techniques and methods" The Cronbach's alpha for this scale was 0.92, indicating good reliability. JEM To measure JEM, we adopted a 7-item scale developed by Crossley, Bennett, Jex, and Burnfield ( 2007 ). A sample item is "I feel connected to this organization." This scale displayed satisfactory reliability, with a Cronbach's alpha of 0.93. For all scales, respondents were asked to indicate their level of agreement with each item on a 5-point Likert scale, ranging from 1 (strongly disagree) to 5 (strongly agree). Common method bias We made sure that the survey was anonymous and confidential to lessen the chances that people would answer in a way they thought was more socially acceptable, which helps improve the accuracy of the study results and lowers the risk of common method variance (Podsakoff, MacKenzie, & Podsakoff, 2012 ). We used different methods, like changing the order of questions, to reduce the chance that the way people answered was affected by the order they saw the questions. For predictor and criterion variables, we implemented disparate scale formats, which may have reduced method variance. We conducted additional testing using Harman's single factor test post hoc. As a result, they suggested that there were few common methods in our study and that there was no single dominant factor in the common covariance structure across measures. Secondly, our model was improved by the inclusion of an unobserved latent method factor, which implies that common method bias was not a significant issue in our dataset. Validity test The study showed that the measurements were valid by making sure that the maximum shared variance (MSV) and average shared variance (ASV) were lower than the average variance extracted (AVE) according to Hair, Anderson, Babin, and Black ( 2010 ). The fact that both MSV and ASV were less than AVE (refer to Table 1 ) demonstrated the discriminant validity of the measurements. Moving on to the convergent validity, the high AVE and CR values of each scale item indicate the extent to which the item converges to its chief scale (refer to Table 1 ). The convergent validity of this model was strong, as the CR was greater than the commonly agreed-upon 0.70, and the loadings of all the constructs were above the recommended 0.60 criterion. The discriminant validity of the four constructs is substantiated by the results. This study also tested the multicollinearity without any issues. The VIF values (1.39–1.67) were below the cut-off of 10, and tolerance values (0.60–0.72) exceeded the 0.10 threshold, indicating no multicollinearity (Hair et al., 2010 ). In total, the findings offered compelling evidence supporting the validity of the measures for the purpose of testing the research questions. Table 1 Convergent and discriminant validity Scale Items Factor Loading α CR AVE MSV ASV Workplace Ostracism WOS-1 0.72 0.93 0.93 0.55 0.25 0.13 WOS − 2 0.71 WOS − 3 0.73 WOS − 4 0.70 WOS − 5 0.77 WOS − 6 0.75 WOS − 7 0.81 WOS − 8 0.78 WOS-9 0.71 WOS-10 0.77 Passion for Work PFW-1 0.81 0.92 0.92 0.71 0.32 0.24 PFW − 2 0.86 PFW − 3 0.80 PFW − 4 0.85 PFW − 5 0.88 Job Embeddedness JEM-1 0.81 0.93 0.93 0.66 0.32 0.18 JEM-2 0.90 JEM-3 0.72 JEM-4 0.81 JEM-5 0.78 JEM-6 0.85 JEM-7 0.80 Employee Innovative Behaviour EIB-1 0.91 0.92 0.92 0.68 0.14 0.11 EIB-2 0.94 EIB-3 0.82 EIB-4 0.79 EIB-5 0.75 EIB-6 0.71 Note : n = 708; WOS = Workplace ostracism; PFW = Passion for work; JEM = Job embeddedness; EIB = Employee innovative behaviour; CR = Composite reliability; AVE = Average variance extracted; MSV = Maximum shared variance; ASV = Average shared variance. CFA In order to verify the proposed four-factor model, the CFA was implemented, and each scale—WOS, PFW, EIB, and JEM—was determined to be one-dimensional. In order to evaluate the discriminant validity of the study constructs, the CFA was implemented as a model differentiation test. Using a variety of indices, including the Tucker-Lewis Index (TLI), Root Mean Square Error of Approximation (RMSEA), Normalised Fit Index (NFI), and Comparative Fit Index (CFI), the model fit was evaluated in accordance with the procedure specified by Anderson and Gerbing (1988). The factor loadings were validated, and the hypothesised four-factor model satisfactorily fitted the data (χ2 = 861.419, df = 324, p < 0.001, CFI = 0.93, TLI = 0.92, NFI = 0.90, RMSEA = 0.06). The four-factor model fit the data better than the three-factor models combining WOS with PFW (χ² = 1495.723, df = 327, p < 0.001, CFI = 0.85, TLI = 0.83, NFI = 0.82, RMSEA = 0.09) or EIB with JEM (χ² = 1530.252, df = 327, p < 0.001, CFI = 0.85, TLI = 0.82, NFI = 0.81, RMSEA = 0.09), the two-factor model grouping WOS, PFW, and JEM (χ² = 2318.672, df = 329, p < 0.001, CFI = 0.74, TLI = 0.71, NFI = 0.72, RMSEA = 0.13), and the one-factor model combining all constructs (χ² = 2809.687, df = 330, p < 0.001, CFI = 0.68, TLI = 0.64, NFI = 0.66, RMSEA = 0.14). Data analysis The data analyses were conducted using SPSS (28.0) in a model form of PROCESS Macro (Model 4 and Model 7) for SPSS, as per the approach proposed by Hayes ( 2013 ). The procedure allowed us to estimate both direct and mediation effects of the hypothesized model. This macro is particularly suitable for our investigation because it allows us to evaluate the mediation and moderation effects in real time, resulting in Bootstrapping confidence intervals for the mediation role and a more rigorous inspection of the theorised associations. Initially, we conducted preliminary analyses, including descriptive statistics and correlations, to become acquainted with our data. Furthermore, the key assumption checks for linearity, independence, homoscedasticity, and multivariate normality were conducted preceding to the advanced investigation. Results Descriptive statistics Table 2 shows descriptive statistics and variable correlations. Moreover, it presents pertinent correlations between PSW and EIB (r = 0.57, p < .01) and between WOS and PSW and EIB (r = -0.01; r = -0.42, p < .01). Furthermore, there was a substantial correlation between JEM and EIB (r = 0.72, p < .01). To mitigate multicollinearity issues, we implemented the mean centring procedure for both the moderator and the independent variable (Aiken and West, 1991). Interaction terms were formed by multiplying the mean-centered variables, as recommended by Aiken et al. ( 1991 ). Table 2 Correlation analysis 1 2 3 4 5 6 7 8 1. Gender 1 2. Age 0.01 1 3. Experience -0.04 0.62 ** 1 4. Education 0.05 0.16 ** -0.02 1 5. WOS -0.01 -0.08 -0.08 0.08 1 6. PFW -0.10 * 0.02 0.04 -0.03 -0.51 ** 1 7. EIB -0.10 * 0.05 0.06 -0.01 -0.42 ** 0.57 ** 1 8. JEM -0.10 * 0.04 0.03 -0.10 * -0.39 ** 0.54 ** 0.72 ** 1 Mean 0.54 2.60 2.06 2.47 2.22 3.60 3.76 3.54 SD 0.50 1.12 1.22 0.92 0.81 0.90 0.87 1.25 Note : n = 377; WOS = Workplace ostracism; PFW = Passion for work; JEM = Job embeddedness; EIB = Employee innovative behaviour; p ** = 0 .01; p * = 0 .05. Hypotheses testing In the current study, Hayes ( 2013 ) developed the PROCESS tool for SPSS (version 28.0) to test this hypothesis. The current study employed a 95% confidence level for bias-corrected CI and generated 5000 bootstraps. We first applied Model 4, following the guidelines in the PROCESS template, to check the direct impact of WOS on EIB and how PFW played a part in this relationship. Next, we used Model 7 to see if JEM had a moderating effect. The findings from using PROCESS Model 4 to examine the primary effect and the mediation effect can be seen in Table 3 . Table 3 shows that WOS has a negative relationship with EIB (β = −.044, SE = .005, p < .01; 95% CI = [− .3486, − .4186] without a mediator). The 95% confidence interval indicates that the influence of WOS on EIB is also substantial, as zero is outside the range. This outcome validates our hypothesis. Table 3 also demonstrates that WOS is positively correlated with PFW when PFW is taken into account (β = −0.56, SE = 0.05, p < 0.01; 95% CI = [-.6613, − .4694]). PFW also exhibits an inverse relationship with EIB (β = 0.47, SE = 0.05, p < 0.01; 95% CI = [.3730, .5589]). Consequently, we have determined that it provides support for our H2 and H3. Even after controlling for mediators, WOS and EIB remained significantly associated, as shown in Table 3 (β = -0.18, SE = 0.01, p < 0.05; 95% CI = [-.2860, − .0812]). Additionally, the bootstrapping results in Table 3 indicate that WOS had an indirect impact on EIB through PFW (β = -0.26, SE = 0.04; 95% CI = [-.3467, − .1844]). It is possible to infer that PSW partially mediates the correlation between WOS and EIB based on these findings. Therefore, it would appear that our H4 is receiving assistance. In order to evaluate the moderated mediation of JEM, we implemented model 7 of the PROCESS. The primary outcome of the moderating impact of JEM on the relationship between WOS and PSW is illustrated in Table 3 . Table 3 indicates that the JEM moderates the relationship between WOS and JEM is statistically significant and positive, as the 95% confidence interval (CI) does not contain zero (β = 0.08, SE = 0.03, 95% CI [.0008, .1407]). We can see that employees with a high JEM are negatively and less strongly related to EIB (β = -0.30, p < .01) than those with a lower JEM (β = -0.54, p < .05) when we consider simple slopes, as illustrated in Fig. 1 . Our H5 is substantiated by these findings, which are consistent with our expectations. Table 3: Results for mediation analysis Discussion Our study findings provide insights into the impact of workplace ostracism WOS on EIB. Consistent with our first (H1), we found a significant association between WOS and a decline in EIB. This is in line with previous study by Chung and Kim ( 2017 ), highlighting the negative repercussions of social exclusion in a workplace context on innovation. According to Chung and Kim ( 2017 ), it can be concluded that when employees experience WOS, their capacity for innovative output diminishes, likely due to the adverse effects of WOS on their motivation and overall well-being. This aligns with Scott and Bruce ( 1994 ) findings on the relationship between motivation and innovation. The hypothesis 2 proposed a negative association between WOS and PFW. Our data supports the validity of this assumption, suggesting that individuals are less committed to their roles when they are threatened by the exclusion of practices. The result is consistent with the earlier findings of Rahaman, Kwan, Babalola, and Chen ( 2023 ), who posited that any hostile work environment, particularly one that is characterised by ostracism, would gradually erode the enthusiasm and commitment of an individual. Haldorai et al. ( 2020 ) also elaborate on the profound psychological pain that workplace ostracism can inflict on the enthusiasm and passion of an employee at work in a similar report. Furthermore, we investigated the relationship between EIB and PFW. Our results support hypothesis H3 by demonstrating that PFW serves as a crucial catalyst in facilitating EIB. This discovery is consistent with the findings of Rip et al. ( 2012 ), who posited that a greater degree of passion at work consistently led to a greater propensity for innovation. According to them, employees who are truly enthusiastic should be more proactive, creative, and motivated. Additionally, Klaukien et al. ( 2013 )'s comprehensive investigation establishes a direct correlation between employees' innovative behaviours and positive emotions in the workplace, including passion. In other words, it highlights the significance of fostering a culture that is conducive to passion and the innovative behaviours that result from it. Additionally, we expanded this relationship by introducing PFW as a critical mediator (H4). The ostracised followers' enthusiasm for their work diminished, which led to a decrease in EIB. These findings match earlier studies that show how important positive feelings about work are for innovation and help us better understand the work environment. Our results are consistent with previous research, demonstrating that the emotional toll of ostracism can have a lasting impact on creative and innovative behaviours. Furthermore, our findings indicate that JEM has the potential to significantly mitigate the impact of WOS on PFW (H5). When employees are exposed to ostracism, they are less likely to experience a decline in their PFW, as they are highly job- and organisationally embedded and perceive little separation between their personal and professional lives. Consequently, our results extend Halbesleben et al. ( 2014 ) research by demonstrating that JEM can serve as a protective factor against the detrimental emotional repercussions of WOS. Theoretical contribution This research makes a substantial contribution to the body of knowledge and literature by analysing COR theory in the context of organisational life. It corroborates the fundamental premise of the COR theory, which posits that individuals desire to acquire, retain, and acquire resources in order to prevent resource loss (Hobfoll, 1989 ). It also implies that individuals respond negatively to resource threats. Ultimately, it raises awareness within the organisation regarding the potential for WOS to serve as a resource inhibitor for IWB, a resource-intensive activity. Additionally, it provides a more comprehensive comprehension of the examples of resource gain and loss of work resources that result from its resource-depleting role. The current study expands the personal resources within the COR theory by incorporating PFW as a mediating mechanism. Furthermore, this research shows that the emotional resource (PFW) can help lessen the negative effects of situations that drain resources, like WOS, which supports the idea of using personal resources to cope with resource loss (Halbesleben et al., 2014 ). Additionally, the JEM moderating effect introduced a novel dimension to the COR Theory. Furthermore, this concept enables you to identify when a loss or gain of resources occurs. Our research indicates that a higher level of JEM will mitigate the adverse consequences of ostracism, thereby providing workers with a greater reward than they previously received. Possibly, this approach will protect the EIB and mitigate resource depletion. Consequently, our research expands the application of the COR theory, illustrating its ability to elucidate the complex connection between WOS and innovation. Furthermore, it facilitates the application of theory within organisations. Practical implications The implications of this study are particularly pertinent for policymakers, HR managers, and managers in the manufacturing sector. Initially, we intend to address the WOS as a potential confounder in the EIB. To enhance inclusivity in the workplace, it is possible to implement initiatives such as consistent training and campaigns to raise awareness. Furthermore, it is imperative to establish systems of injustices to resolve systemic deficiencies (Ferris et al., 2008 ). Second, the importance of maintaining staff engagement and motivation is underscored by PFW's role as a mediator. To foster innovative thinking and behaviour, HR managers should strive to create an environment that encourages employees to align their activities and projects with their passions (Cardon et al., 2017). It also speculates that JEM effect on the relationship between WOS and PFW is mixed and institutions must adopt strategies or undertake efforts to develop employee engagement. The facilitation of JEM contributing factors may be through fostering a team culture that offers a competitive remuneration and career advancements (Jiang et al., 2012). Improvement in JEM not only minimizes WOS adverse effects, but it also tends to prevent employees' defection. As such, we need to explore how organizations can foster a work climate that can promote the development of JEM and WOS, as well as encourage the formation of passion to counteract with the negative effects of WOS. This will create a workforce that is resilient and innovative. Limitations of the study and future directions Despite its success in contributing valuable information, the study has limitations. Initially, the cross-sectional nature of our investigation precludes the drawing of causal inferences. In the future, longitudinal research would bolster the confidence in any causal claims (Spector, 2019). Secondly, the data were collected from employees in the manufacturing sector in the Klang Valley region; therefore, the results may not be applicable to other industries or geographical locations. In order to generalise the findings, additional research may replicate our study in various industries and cultures. Third, we employed self-reported measures that may be susceptible to common method bias (Podsakoff et al., 2003). Future research could explore the utilisation of alternative methods, such as observation, interview, or multi-source data, to circumvent this constraint. Furthermore, the current study exclusively examined PFW and JEM as job resources; however, future research may incorporate an additional mediator or moderator. For instance, consider how organisational culture and leadership style influence ostracism and innovation. Additionally, individual characteristics such as resilience or emotional intelligence can influence EIB and WOS. However, it is important to acknowledge that ostracism may result in a positive outcome if the ostraciser has been aided by it (Liu et al., 2019). It would be intriguing to explore these seemingly contradictory behaviours in future research. In conclusion, our investigation serves as a catalyst for additional research on the intricate interactions between WOS, PFW, JEM, and EIB. Declarations Acknowledgements We thank all participants who voluntarily contributed to this study. Funding Declaration This research received no specific grant from any funding agency in the public, commercial, or not-for-profit sectors. Author Contributions The authors confirm their contributions as follows: Author 1: conceptualization; Author 2: data curation, resources, software; Author 1: writing—original draft, formal analysis; Author 1: supervision, validation, writing—review; Author 2: editing, funding acquisition. All authors reviewed the results and approved the final version of the manuscript. Competing Interests The authors declare no competing interests. Informed Consent Written informed consent was obtained from all participants prior to data collection. Participants were informed about the study’s purpose, confidentiality, voluntary participation, and their right to withdraw at any time. No identifying information was collected, ensuring anonymity. Ethical Approval This study received ethical clearance from the UCSI University’s Group Board of Ethics, Kuala Lumpur, Malaysia (Approval ID: UCSI/GBSEC/2025/0014). The research involved a self-administered, anonymous questionnaire with no physical or psychological intervention, posing minimal risk to participants. All participants were over 18 years of age, and their participation was voluntary and anonymous. Data Availability The datasets generated and analyzed during the current study are available from the corresponding author upon reasonable request. References Abdelwahed, N. A. A., Soomro, B. A., & Shah, N. (2023). Predicting employee performance through transactional leadership and entrepreneur's passion among the employees of Pakistan. Asia Pacific Management Review, 28 (1), 60-68. Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions . Newbury Park, CA: sage. Baum, J. R., & Locke, E. A. (2004). The relationship of entrepreneurial traits, skill, and motivation to subsequent venture growth. Journal of Applied Psychology, 89 (4), 587-598. Biraglia, A., & Kadile, V. (2017). The Role of Entrepreneurial Passion and Creativity in Developing Entrepreneurial Intentions: Insights from American Homebrewers. Journal of Small Business Management, 55 (1), 170-188. Boon, C., & Kalshoven, K. (2014). How High-Commitment HRM Relates to Engagement and Commitment: The Moderating Role of Task Proficiency. Human Resource Management, 53 (3), 403-420. Chughtai, M. S., Syed, F., Naseer, S., & Chinchilla, N. (2023). Role of adaptive leadership in learning organizations to boost organizational innovations with change self-efficacy. Current Psychology . Chung, Y. W., & Kim, T. (2017). Impact of using social network services on workplace ostracism, job satisfaction, and innovative behaviour. Behaviour & Information Technology, 36 (12), 1235-1243. Crossley, C., Bennett, R. J., Jex, S. M., & Burnfield, J. (2007). Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. Journal of Applied Psychology, 92 (4), 1031-1042. Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93 (6), 1348-1366. Gustiawan, D., Noermijati, N., Aisjah, S., Indrawati, N. K., & Hendryadi, H. (2023). The link between workplace incivility, emotional exhaustion, and job embeddedness: examining the moderating role of power distance. Journal of Organizational Effectiveness: People and Performance, 10 (3), 349-367. Hair, J. F., Anderson, R. E., Babin, B. J., & Black, W. C. (2010). Multivariate data analysis: A global perspective (Vol. 7). In: Upper Saddle River, NJ: Pearson. Halbesleben, J. R. B., Neveu, J.-P., Paustian-Underdahl, S. C., & Westman, M. (2014). Getting to the “COR”:Understanding the Role of Resources in Conservation of Resources Theory. Journal of Management, 40 (5), 1334-1364. Haldorai, K., Kim, W. G., Phetvaroon, K., & Li, J. (2020). Left out of the office “tribe”: the influence of workplace ostracism on employee work engagement. International Journal of Contemporary Hospitality Management, 32 (8), 2717-2735. Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach . New York: Guilford publications. Hobfoll, S. E. (1989). Conservation of resources: a new attempt at conceptualizing stress. American Psychologist, 44 (3), 513-524. Hobfoll, S. E., Halbesleben, J., Neveu, J.-P., & Westman, M. (2018). Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5 (1), 103-128. doi:10.1146/annurev-orgpsych-032117-104640 Klaukien, A., Shepherd, D. A., & Patzelt, H. (2013). Passion for Work, Nonwork-Related Excitement, and Innovation Managers’ Decision to Exploit New Product Opportunities. Journal of Product Innovation Management, 30 (3), 574-588. Leonidou, E., Christofi, M., Vrontis, D., & Thrassou, A. (2020). An integrative framework of stakeholder engagement for innovation management and entrepreneurship development. Journal of Business Research, 119 , 245-258. Lyu, Y., & Zhu, H. (2019). The Predictive Effects of Workplace Ostracism on Employee Attitudes: A Job Embeddedness Perspective. Journal of Business Ethics, 158 (4), 1083-1095. Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why People Stay: Using Job Embeddedness to Predict Voluntary Turnover. Academy of Management Journal, 44 (6), 1102-1121. Niu, G.-f., Shi, X.-h., Yao, L.-s., Yang, W.-c., Jin, S.-y., & Xu, L. (2023). Social Exclusion and Depression among undergraduate students: the mediating roles of rejection sensitivity and social self-efficacy. Current Psychology, 42 (28), 24198-24207. Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of Method Bias in Social Science Research and Recommendations on How to Control It. 63 (1), 539-569. doi:10.1146/annurev-psych-120710-100452 Rafiq, M. (2019). The moderating effect of career stage on the relationship between job embeddedness and innovation-related behaviour (IRB). World Journal of Entrepreneurship, Management and Sustainable Development, 15 (2), 109-122. Rafiq, M., & Chin, T. (2019). Three-Way Interaction Effect of Job Insecurity, Job Embeddedness and Career Stage on Life Satisfaction in A Digital Era. International Journal of Environmental Research and Public Health, 16 (9), 1580. Rahaman, H. S., Kwan, H. K., Babalola, M. T., & Chen, H. (2023). Putting customer service at risk: Why and when family ostracism relates to customer-oriented behaviors. International Journal of Hospitality Management, 109 , 103390. Rip, B., Vallerand, R. J., & Lafrenière, M.-A. K. (2012). Passion for a Cause, Passion for a Creed: On Ideological Passion, Identity Threat, and Extremism. Journal of Personality, 80 (3), 573-602. Salas-Vallina, A., Pozo, M., & Fernandez-Guerrero, R. (2020). New times for HRM? Well-being oriented management (WOM), harmonious work passion and innovative work behavior. Employee Relations: The International Journal, 42 (3), 561-581. Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37 (3), 580-607. Srivastava, S. (2012). Workplace Passion as a Moderator for Workplace Deviant Behaviour–Job Satisfaction Relationship: A Comparative Study between Public Sector and Private Sector Managers. Asia-Pacific Journal of Management Research and Innovation, 8 (4), 517-523. Unjai, S., Forster, E. M., Mitchell, A. E., & Creedy, D. K. (2022). Compassion satisfaction, resilience and passion for work among nurses and physicians working in intensive care units: A mixed method systematic review. Intensive and Critical Care Nursing, 71 , 103248. Zhang, B., & Xu, D. (2023). Correction to: Unethical pro-supervisor behavior and employees’ family satisfaction: the roles of workplace ostracism and work–home segmentation preference. Current Psychology . doi:10.1007/s12144-023-05078-y Additional Declarations No competing interests reported. Cite Share Download PDF Status: Posted Version 1 posted You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-7032917","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Article","associatedPublications":[],"authors":[{"id":507749137,"identity":"e11e6c0a-8807-44e5-892e-0db05e1d3c04","order_by":0,"name":"Ding Weichao","email":"","orcid":"","institution":"UCSI University","correspondingAuthor":false,"prefix":"","firstName":"Ding","middleName":"","lastName":"Weichao","suffix":""},{"id":507749138,"identity":"242a90c6-2d02-4caa-a610-952162796edc","order_by":1,"name":"Muhammad Rafiq","email":"data:image/png;base64,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","orcid":"","institution":"UCSI University","correspondingAuthor":true,"prefix":"","firstName":"Muhammad","middleName":"","lastName":"Rafiq","suffix":""}],"badges":[],"createdAt":"2025-07-02 23:53:05","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-7032917/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-7032917/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":90662384,"identity":"daaf918a-06be-4a86-ab5b-24fdb3cb5b84","added_by":"auto","created_at":"2025-09-05 11:51:23","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":16841,"visible":true,"origin":"","legend":"\u003cp\u003eModerating role of Job embeddedness on the link between workplace ostracism and passion for work\u003c/p\u003e","description":"","filename":"1.png","url":"https://assets-eu.researchsquare.com/files/rs-7032917/v1/e7d2dbc289953da2e2690f65.png"},{"id":92933836,"identity":"8f60a089-025a-4b9c-af05-bf8449d03f12","added_by":"auto","created_at":"2025-10-07 09:39:07","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":809102,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-7032917/v1/6ca6dbe8-bcef-4d57-aef5-0255999bf205.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Countering Exclusion at Work: How Passion and Embeddedness Sustain Innovation in Organizations","fulltext":[{"header":"Introduction","content":"\u003cp\u003eIn the last decade, the complex dynamics of the workplace have undergone a profound transformation due to rapid technological advancements, shifting societal values, and evolving organizational structures (Chughtai, Syed, Naseer, \u0026amp; Chinchilla, \u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). Amid these changes, one persistent challenge remains: workplace ostracism (WOS: Ferris, Brown, Berry, \u0026amp; Lian, \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e2008\u003c/span\u003e). While traditionally overlooked in favour of more overt forms of workplace conflict, ostracism, characterized by exclusion or marginalization, is now emerging as a significant inhibitor to employee well-being and, crucially, employee innovative behaviour (EIB: Chung \u0026amp; Kim, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). As organizations in the 21st century heavily rely on innovation to maintain competitive advantage, understanding the barriers to its cultivation, like ostracism, is paramount (Zhang \u0026amp; Xu, \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). However, despite the recognized importance of innovation and the growing evidence of ostracism's detrimental effects, the current literature still lacks a comprehensive exploration of the mechanisms linking these two phenomena. This knowledge gap hampers organizations' efforts to counteract ostracism's negative impacts and build a thriving culture of innovation. Hence, the present study aims to delve deeper into this overlooked area, particularly investigating the potential mediators and moderators that could help organizations better manage the effects of ostracism and foster a more innovative environment.\u003c/p\u003e\u003cp\u003eEmployee innovative behavior (EIB) has become increasingly critical in today’s fast-evolving workplace, particularly as businesses strive to maintain their competitive edge through innovation. EIB refers to the generation, promotion, and implementation of new ideas in the workplace (Scott \u0026amp; Bruce, \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e1994\u003c/span\u003e), which is essential not only for organizational growth but also for long-term sustainability in a competitive market (Cerne, Nerstad, Dysvik, \u0026amp; Skerlavaj, 2014). This is especially true in sectors such as manufacturing, where continuous improvements in processes, products, and technologies are key drivers of competitive advantage (Rafiq, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). Innovation at the individual level drives organizational success, yet factors like workplace ostracism can severely diminish employees’ willingness or ability to engage in innovative activities (Zhang \u0026amp; Xu, \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). As organizations increasingly rely on their employees' ability to innovate in response to industry changes, understanding how negative interpersonal dynamics, such as WOS, undermine innovation is of paramount importance. Investigating EIB within this context will provide critical insights into how companies can foster environments that support creativity and innovation, even in challenging social climates.\u003c/p\u003e\u003cp\u003eWhile limited literature has tried to unveil the mechanisms mediating the impact of WOS on innovation, such as job satisfaction (Chung \u0026amp; Kim, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2017\u003c/span\u003e), the role of emotional factors remains underexplored. An emerging construct that warrants attention in this context is passion for work (PFW), a multifaceted emotional state involving intense positive feelings towards one's work (Srivastava, \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e2012\u003c/span\u003e). PFW not only stimulates creativity (Biraglia \u0026amp; Kadile, \u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e2017\u003c/span\u003e) but also enhances resilience in the face of adversities (Unjai, Forster, Mitchell, \u0026amp; Creedy, \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e2022\u003c/span\u003e), potentially mitigating ostracism's adverse effects. Further, passionate employees are likely to stay engaged and committed to their work despite negative experiences (Unjai et al., \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e2022\u003c/span\u003e), suggesting that PFW might serve as a critical buffer in the ostracism-innovation relationship. However, despite its relevance, the mediating role of PFW has not been empirically tested in this context. Thus, this study aims to fill this void by introducing PFW as a key mediator in the relationship between WOS and EIB.\u003c/p\u003e\u003cp\u003eMoreover, understanding the conditions under which ostracized employees may maintain their EIB despite diminished passion is equally important. Job embeddedness (JEM), a construct that reflects an employee's interconnectedness with their job and organization (Mitchell, Holtom, Lee, Sablynski, \u0026amp; Erez, \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e2001\u003c/span\u003e), is proposed as a possible moderating factor in this scenario. Employees with high JEM may perceive ostracism less detrimentally due to the strong bonds, fit, and sacrifices associated with their job (Lyu \u0026amp; Zhu, \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). Thus, they may retain their PFW even in the face of ostracism, safeguarding EIB. Extant literature highlights the moderating role of JEM in stressful situations (Gustiawan, Noermijati, Aisjah, Indrawati, \u0026amp; Hendryadi, \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e2023\u003c/span\u003e; Rafiq \u0026amp; Chin, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2019\u003c/span\u003e), yet its role in moderating the ostracism-passion relationship is not empirically examined. This paper, therefore, ventures into this uncharted territory by introducing JEM as a novel moderator in the relationship between WOS, PFW, and employee EIB.\u003c/p\u003e\u003cp\u003eThe conservation of resources (COR) theory (Hobfoll, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e1989\u003c/span\u003e) serves as an appropriate theoretical underpinning for our research framework. COR theory posits that individuals strive to acquire, retain, protect, and foster what they subjectively value (i.e., resources). WOS, as a stressor, threatens employees' psychological resources, diminishing their PFW – a vital psychological resource promoting creativity and innovation. The theory also posits that people with a substantial resource pool are less vulnerable to resource loss and more capable of resource gain (Hobfoll, Halbesleben, Neveu, \u0026amp; Westman, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Explained to our context, employees with high JEM, which acts as a resource reservoir, may be less affected by the resource-depleting effect of ostracism on PFW, thereby preserving their EIB. Hence, the tenets of COR theory aptly explain the mechanisms and moderating influences in our proposed relationships.\u003c/p\u003e\u003cp\u003eThis study extends existing literature in several significant ways. Firstly, it enhances our understanding of the relationship between WOS and EIB by introducing PFW as a novel mediating mechanism. The exploration of this relationship within the context of manufacturing organizations broadens the applicability of research findings beyond the commonly studied service sector. Secondly, by incorporating JEM as a moderating variable, our research sheds light on the context-dependent nature of the ostracism-passion-innovation relationship. This adds a new layer of complexity to existing models of workplace dynamics and offers a richer picture of how ostracism operates within organizational settings. Lastly, the utilization of the COR theory as the theoretical basis enriches the discourse on how stressors like ostracism can deplete resources, thereby negatively affecting individuals and organizations.\u003c/p\u003e\u003cp\u003e\u003cb\u003eLiterature review and hypotheses development\u003c/b\u003e\u003c/p\u003e\u003cp\u003e\u003cb\u003eRelationship between WOS and innovative work behaviour\u003c/b\u003e\u003c/p\u003e\u003cp\u003eWOS, characterized by the exclusion or ignoring of individuals by others in the workplace (Ferris et al., \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e2008\u003c/span\u003e), is a silent yet detrimental stressor that can significantly impair an individual's psychological state and work-related outcomes. It stimulates feelings of isolation and reduces employees' perceived belongingness to the organization (Haldorai, Kim, Phetvaroon, \u0026amp; Li, \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2020\u003c/span\u003e). Furthermore, ostracized employees report feeling less valued, and experience decreased self-efficacy (Niu et al., \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2023\u003c/span\u003e), which can adversely impact their work behavior. One of the key work-related behaviors impacted by WOS is innovative work behavior - the generation, promotion, and realization of new ideas within a work role, group, or organization (Chung \u0026amp; Kim, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). Innovation is critical for an organization's survival, growth, and success in a rapidly changing business environment (Rafiq, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). However, the development and execution of innovative ideas require a certain level of psychological safety and resource availability, both of which can be severely undermined by experiences of WOS.\u003c/p\u003e\u003cp\u003eThe negative relationship between WOS and innovative work behavior is further elucidated by the COR theory (Hobfoll, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e1989\u003c/span\u003e). According to the COR theory, individuals strive to obtain, retain, and protect valued resources - including personal resources like self-esteem and organizational commitment, which are crucial for EIB (Boon \u0026amp; Kalshoven, \u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2014\u003c/span\u003e). When exposed to stressors like WOS, these resources are threatened, leading to resource loss cycles that can negatively impact EIB. Although previous studies have explored the ostracism-innovation link (Chung \u0026amp; Kim, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2017\u003c/span\u003e), the potential mechanisms and contingencies influencing this relationship warrant further investigation. Based on the aforementioned literature review, we propose the following hypothesis:\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eH1\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eWOS is negatively associated with EIB.\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003cb\u003eRelationship between WOS and PFW\u003c/b\u003e\u003c/p\u003e\u003cp\u003eThe presence of WOS has been shown to significantly influences the feelings well-being, attitudes, and behaviour of employees, often culminating in diminished levels of PFW. When employees perceive exclusion within the workplace, their sense of value diminishes, resulting in lower enthusiasm, weakened Vigor, and declining dedication. Alienation occurring socially and professionally contributes to decreased connections, directly affecting engagement and undermining the passion they associate with their roles. Additionally, WOS tends to heighten feelings marked by uncertainty and anxiety, worsening the loss of passion and enthusiasm in professional settings. While much prior research has examined outcomes of WOS in terms of emotional exhaustion, job satisfaction, and compromised performance, the impact on PFW has received limited attention. Given that PFW embodies motivation and supports engagement, it clearly warrants deeper study due to its significance in fostering productivity and advancing innovation across the workplace.\u003c/p\u003e\u003cp\u003eFrom the perspective of the COR theory (Hobfoll, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e1989\u003c/span\u003e), the negative effect of WOS on PFW can be further understood. The COR theory proposes that individuals strive to acquire, maintain, and protect their valued resources, both tangible and intangible. WOS leads to a threat or loss of these essential social resources, inducing stress and, consequently, the loss of other valuable psychological resources, including PFW (Halbesleben, Neveu, Paustian-Underdahl, \u0026amp; Westman, \u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e2014\u003c/span\u003e). As ostracized employees experience the depletion of their psychological resources, they may lose their PFW. Therefore, we propose:\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eH2\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eWOS is negatively associated with PFW.\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003cb\u003eRelationship between PFW and EIB\u003c/b\u003e\u003c/p\u003e\u003cp\u003eThe central role of passion in human actions, decision-making, and their effects has been recognized in numerous areas of research, such as entrepreneurial studies (Salas-Vallina, Pozo, \u0026amp; Fernandez-Guerrero, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2020\u003c/span\u003e) and leadership (Abdelwahed, Soomro, \u0026amp; Shah, \u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). In the organizational context, passion is typically directed towards work, understood as a strong inclination towards work-related activities that individuals like, value, and in which they invest time and energy (Rip, Vallerand, \u0026amp; Lafrenière, \u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e2012\u003c/span\u003e). Passionate employees are considered to be more committed, enthusiastic, and emotionally connected with their work, which makes them more prone to go the extra mile to achieve their goals.\u003c/p\u003e\u003cp\u003eMoreover, passionate employees exhibit a higher degree of absorption and dedication, which often results in enhanced innovation (Klaukien, Shepherd, \u0026amp; Patzelt, \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2013\u003c/span\u003e). The emotional and cognitive engagement associated with passion tends to amplify their sense of curiosity, leading to a greater willingness to explore new ideas and question established norms (Leonidou, Christofi, Vrontis, \u0026amp; Thrassou, \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e2020\u003c/span\u003e). In turn, this drives them to develop and implement novel solutions, thereby fostering innovation. The affective experience of PFW, thus, fuels the intrinsic motivation that underlies creative and innovative (Klaukien et al., \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2013\u003c/span\u003e). Grounded in these premises, we argue that the passion employees exhibit towards their work could play a critical role in explaining the relationship between WOS and EIB. Furthermore, the COR theory further underpins this link. When individuals are passionate about their work, they perceive it as a valuable resource, which inspires them to invest additional resources to protect and enrich it. Consequently, they adopt EIBs as a means to ensure the sustainability and growth of their cherished resource – their work (Hobfoll, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e1989\u003c/span\u003e). In the light of this, we posit:\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eH3\u003c/strong\u003e\u003c/p\u003e\u003cp\u003ePFW is positively associated with EIB.\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003cb\u003eThe PFW mediates the relationship between WOS and EIB.\u003c/b\u003e\u003c/p\u003e\u003cp\u003eWhile the detrimental effects of WOS on employee outcomes such as job performance, job satisfaction, and turnover intentions have been well-established (Chung \u0026amp; Kim, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2017\u003c/span\u003e), less is known about the buffering mechanisms that could potentially mitigate these effects. Specifically, the impact of ostracism on employees' EIB, a crucial factor for organizational survival and competitiveness in today's fast-paced business environment, remains largely unexplored. On a contrasting note, PFW, characterized by a profound engagement with and enjoyment of work (Abdelwahed et al., \u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2023\u003c/span\u003e), has been positively linked with EIB (Klaukien et al., \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2013\u003c/span\u003e). Passionate employees are more likely to exhibit EIB as they are intrinsically motivated to seek novelty and challenge the status quo. Therefore, it seems reasonable to postulate that PFW could serve as a mediating mechanism in the relationship between WOS and EIB. That is, even in the face of ostracism, employees who maintain high levels of passion for their work may continue to display EIB, thereby potentially mitigating the negative effects of ostracism. Grounded in the COR theory, PFW can serve as a resource that individuals might leverage to cope with the negative impacts of WOS (Hobfoll, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e1989\u003c/span\u003e). This theory suggests that employees with greater personal resources, such as a strong passion for their work, can better resist the detrimental effects of resource-draining experiences such as ostracism. Therefore, we propose:\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eH4\u003c/strong\u003e\u003c/p\u003e\u003cp\u003ePFW mediates the relationship between WOS and EIB.\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003cb\u003eThe JEM moderates the relationship between WOS and EIB.\u003c/b\u003e\u003c/p\u003e\u003cp\u003eIn complex organizational, JEM emerges as a salient construct representing employees’ deep-rooted connections and the extent to which their job is positioned with multiple life domains. Those with elevated JEM often exhibit strong fit and link, reflecting both their compatibility with organizational roles and relational ties within the workplace. These embedded characteristics may act as a buffer against the impact of WOS, as employees leverage their deep-rooted affiliations to preserve their PFW and sustain EIB, even when experiencing social exclusion. The ability to retain psychological resources becomes especially crucial in mitigating the negative influence of WOS. A well-established relationship between WOS, PFW, and EIB may thus be moderated by JEM, as embedded employees are more likely to maintain their professional functioning and strive for continued excellence. Consequently, we argue that JEM performs a moderating role in reshaping this relationship dynamic.\u003c/p\u003e\u003cp\u003eAnchored in Conservation of Resources and COR theory, which postulates that individuals continuously seek to acquire and preserve resources, stress arises when such resources are threatened. In this framework, JEM provides a robust system of relational and emotional resources that enable employees to confront challenges like WOS. Those with higher JEM are better positioned to withstand depleting effects of ostracism and retain their PFW. In line with COR, JEM serves as a buffer, enhancing well-being and sustaining motivational strength. The presence of strong link, fit, and individuals within the organization enables employees to navigate adversity without needing to sacrifice core capacities. Thus, we propose that JEM moderating the relationship between WOS, PFW, and EIB, reducing the impact against embeddedness and innovation, and allowing individuals to act respectively in preserving their functional and emotional states. Hence, we suggest:\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eH5\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eJEM moderates the relationship between WOS and PFW, such that the negative relationship is weaker when JEM is high.\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e\u003cp\u003e\u003c/p\u003e"},{"header":"Methods","content":"\u003cp\u003e\u003cstrong\u003eResearch context\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe present study is conducted within the manufacturing industry in Klang Valley, Kuala Lumpur. Manufacturing, a sector characterised by its dynamic and competitive nature, relies heavily on continual innovation to secure competitive advantages, and maintain productivity. As innovation is inherently tied to the creative and intellectual input of employees (Rafiq, \u003cspan class=\"CitationRef\"\u003e2019\u003c/span\u003e), the potential influence of WOS on EIB holds crucial implications for this sector.\u003c/p\u003e\n\u003cp\u003eThe manufacturing context inherently fosters a strong sense of interconnection and collaboration, cultivating elevated levels of JEM among employees (Rafiq \u0026amp; Chin, \u003cspan class=\"CitationRef\"\u003e2019\u003c/span\u003e). The moderating role of JEM on the WOS\u0026ndash;PFW relationship offers an ideal platform for understanding mutual commitment and dedication within work systems. The selection of Klang Valley as the study location is strategic, given its role as an industrial hub and a central hub of manufacturing activity in Malaysia. This area features a diverse employees base spanning various manufacturing segment, which significantly contributes to both internal and external validity. Hence, Klang Valley provides an ideal setting to examine the interconnection among WOS, JEM, PFW, and EIB.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eSample and Procedures\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eData was collected from a total of 377 employees across five manufacturing firms located within the industrial hub of the Klang Valley, Great Kuala Lumpur, Malaysia. The entire data collection process was facilitated directly by the HR departments of the participating organizations, which played a key role throughout the study. All procedures were conducted with strict adherence to standardization protocols to ensure consistency and unbiased outcomes. Formal informed consent was secured from both the organizations and the participating employees before initiating any engagement. During the designated period from February to March 2025, the HR departments distributed the instruments and managed the process efficiently. After completion, responses were returned to the research team. This structured approach helped minimize potential common method bias and allowed the study to capture perspectives from various job roles. The use of HR departments and standardization practices ensured that the process reflected the real conditions experienced by employees and addressed underlying issues and concern in organizational contexts.\u003c/p\u003e\n\u003cp\u003eWe received 377 valid questionnaires, with males submitting 54% of them. Age brackets were as follows: 13.5% for individuals under 25, 41.7% for those between 26 and 35, and 44.8% for those over 36. With respect to their educational background, 48.3% of respondents held a Bachelor\u0026apos;s degree, 41.6% held a Master\u0026apos;s degree, and 10.1% held a PhD. 6.5 years of work experience was the average among the participants.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMeasures\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eWOS\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWOS was measured using a 10-item scale developed by Ferris et al. (\u003cspan class=\"CitationRef\"\u003e2008\u003c/span\u003e). A sample item from this scale is \u0026quot;Others left the area when I entered.\u0026quot; The reliability of the scale was confirmed with a Cronbach\u0026apos;s alpha of 0.93.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003ePFW\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWe used a 5-item scale developed by Baum and Locke (\u003cspan class=\"CitationRef\"\u003e2004\u003c/span\u003e) to measure PFW. A sample item is \u0026quot;I am deeply involved in my work\u0026quot;. This scale demonstrated good reliability with a Cronbach\u0026apos;s alpha of 0.92.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEIB\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eA 6-item scale developed by Scott and Bruce (\u003cspan class=\"CitationRef\"\u003e1994\u003c/span\u003e) was employed to assess EIB. An example item from this scale is \u0026quot; I always explore and apply new processes, techniques and methods\u0026quot; The Cronbach\u0026apos;s alpha for this scale was 0.92, indicating good reliability.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eJEM\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eTo measure JEM, we adopted a 7-item scale developed by Crossley, Bennett, Jex, and Burnfield (\u003cspan class=\"CitationRef\"\u003e2007\u003c/span\u003e). A sample item is \u0026quot;I feel connected to this organization.\u0026quot; This scale displayed satisfactory reliability, with a Cronbach\u0026apos;s alpha of 0.93.\u003c/p\u003e\n\u003cp\u003eFor all scales, respondents were asked to indicate their level of agreement with each item on a 5-point Likert scale, ranging from 1 (strongly disagree) to 5 (strongly agree).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCommon method bias\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWe made sure that the survey was anonymous and confidential to lessen the chances that people would answer in a way they thought was more socially acceptable, which helps improve the accuracy of the study results and lowers the risk of common method variance (Podsakoff, MacKenzie, \u0026amp; Podsakoff, \u003cspan class=\"CitationRef\"\u003e2012\u003c/span\u003e). We used different methods, like changing the order of questions, to reduce the chance that the way people answered was affected by the order they saw the questions. For predictor and criterion variables, we implemented disparate scale formats, which may have reduced method variance. We conducted additional testing using Harman\u0026apos;s single factor test post hoc. As a result, they suggested that there were few common methods in our study and that there was no single dominant factor in the common covariance structure across measures. Secondly, our model was improved by the inclusion of an unobserved latent method factor, which implies that common method bias was not a significant issue in our dataset.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eValidity test\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe study showed that the measurements were valid by making sure that the maximum shared variance (MSV) and average shared variance (ASV) were lower than the average variance extracted (AVE) according to Hair, Anderson, Babin, and Black (\u003cspan class=\"CitationRef\"\u003e2010\u003c/span\u003e). The fact that both MSV and ASV were less than AVE (refer to Table \u003cspan class=\"InternalRef\"\u003e1\u003c/span\u003e) demonstrated the discriminant validity of the measurements. Moving on to the convergent validity, the high AVE and CR values of each scale item indicate the extent to which the item converges to its chief scale (refer to Table \u003cspan class=\"InternalRef\"\u003e1\u003c/span\u003e). The convergent validity of this model was strong, as the CR was greater than the commonly agreed-upon 0.70, and the loadings of all the constructs were above the recommended 0.60 criterion. The discriminant validity of the four constructs is substantiated by the results.\u003c/p\u003e\n\u003cp\u003eThis study also tested the multicollinearity without any issues. The VIF values (1.39\u0026ndash;1.67) were below the cut-off of 10, and tolerance values (0.60\u0026ndash;0.72) exceeded the 0.10 threshold, indicating no multicollinearity (Hair et al.,\u0026nbsp;\u003cspan class=\"CitationRef\"\u003e2010\u003c/span\u003e). In total, the findings offered compelling evidence supporting the validity of the measures for the purpose of testing the research questions.\u003c/p\u003e\n\u003cdiv class=\"gridtable\"\u003e\n \u003ctable id=\"Tab1\" border=\"1\"\u003e\n \u003ccaption language=\"En\"\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eConvergent and discriminant validity\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eScale\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eItems\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eFactor Loading\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e\u0026alpha;\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eCR\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eAVE\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eMSV\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eASV\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\" rowspan=\"10\"\u003e\n \u003cp\u003eWorkplace Ostracism\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWOS-1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.72\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"10\"\u003e\n \u003cp\u003e0.93\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"10\"\u003e\n \u003cp\u003e0.93\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"10\"\u003e\n \u003cp\u003e0.55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"10\"\u003e\n \u003cp\u003e0.25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"10\"\u003e\n \u003cp\u003e0.13\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWOS \u0026minus;\u0026thinsp;2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.71\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWOS \u0026minus;\u0026thinsp;3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.73\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWOS \u0026minus;\u0026thinsp;4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.70\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWOS \u0026minus;\u0026thinsp;5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.77\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWOS \u0026minus;\u0026thinsp;6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.75\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWOS \u0026minus;\u0026thinsp;7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.81\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWOS \u0026minus;\u0026thinsp;8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.78\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWOS-9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.71\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWOS-10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.77\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\" rowspan=\"5\"\u003e\n \u003cp\u003ePassion for Work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePFW-1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.81\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"5\"\u003e\n \u003cp\u003e0.92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"5\"\u003e\n \u003cp\u003e0.92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"5\"\u003e\n \u003cp\u003e0.71\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"5\"\u003e\n \u003cp\u003e0.32\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"5\"\u003e\n \u003cp\u003e0.24\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePFW \u0026minus;\u0026thinsp;2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.86\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePFW \u0026minus;\u0026thinsp;3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.80\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePFW \u0026minus;\u0026thinsp;4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.85\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePFW \u0026minus;\u0026thinsp;5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.88\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\" rowspan=\"7\"\u003e\n \u003cp\u003eJob Embeddedness\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eJEM-1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.81\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"7\"\u003e\n \u003cp\u003e0.93\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"7\"\u003e\n \u003cp\u003e0.93\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"7\"\u003e\n \u003cp\u003e0.66\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"7\"\u003e\n \u003cp\u003e0.32\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"7\"\u003e\n \u003cp\u003e0.18\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eJEM-2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.90\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eJEM-3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.72\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eJEM-4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.81\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eJEM-5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.78\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eJEM-6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.85\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eJEM-7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.80\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\" rowspan=\"6\"\u003e\n \u003cp\u003eEmployee Innovative Behaviour\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEIB-1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.91\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"6\"\u003e\n \u003cp\u003e0.92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"6\"\u003e\n \u003cp\u003e0.92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"6\"\u003e\n \u003cp\u003e0.68\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"6\"\u003e\n \u003cp\u003e0.14\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\" rowspan=\"6\"\u003e\n \u003cp\u003e0.11\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEIB-2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.94\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEIB-3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.82\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEIB-4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.79\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEIB-5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.75\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEIB-6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.71\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003ctfoot\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\"\u003e\u003cstrong\u003eNote\u003c/strong\u003e: \u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;708; WOS\u0026thinsp;=\u0026thinsp;Workplace ostracism; PFW\u0026thinsp;=\u0026thinsp;Passion for work; JEM\u0026thinsp;=\u0026thinsp;Job embeddedness; EIB\u0026thinsp;=\u0026thinsp;Employee innovative behaviour; CR\u0026thinsp;=\u0026thinsp;Composite reliability; AVE\u0026thinsp;=\u0026thinsp;Average variance extracted; MSV\u0026thinsp;=\u0026thinsp;Maximum shared variance; ASV\u0026thinsp;=\u0026thinsp;Average shared variance.\u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tfoot\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cstrong\u003eCFA\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eIn order to verify the proposed four-factor model, the CFA was implemented, and each scale\u0026mdash;WOS, PFW, EIB, and JEM\u0026mdash;was determined to be one-dimensional. In order to evaluate the discriminant validity of the study constructs, the CFA was implemented as a model differentiation test. Using a variety of indices, including the Tucker-Lewis Index (TLI), Root Mean Square Error of Approximation (RMSEA), Normalised Fit Index (NFI), and Comparative Fit Index (CFI), the model fit was evaluated in accordance with the procedure specified by Anderson and Gerbing (1988). The factor loadings were validated, and the hypothesised four-factor model satisfactorily fitted the data (\u0026chi;2\u0026thinsp;=\u0026thinsp;861.419, df\u0026thinsp;=\u0026thinsp;324, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001, CFI\u0026thinsp;=\u0026thinsp;0.93, TLI\u0026thinsp;=\u0026thinsp;0.92, NFI\u0026thinsp;=\u0026thinsp;0.90, RMSEA\u0026thinsp;=\u0026thinsp;0.06).\u003c/p\u003e\n\u003cp\u003eThe four-factor model fit the data better than the three-factor models combining WOS with PFW (\u0026chi;\u0026sup2; = 1495.723, df\u0026thinsp;=\u0026thinsp;327, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001, CFI\u0026thinsp;=\u0026thinsp;0.85, TLI\u0026thinsp;=\u0026thinsp;0.83, NFI\u0026thinsp;=\u0026thinsp;0.82, RMSEA\u0026thinsp;=\u0026thinsp;0.09) or EIB with JEM (\u0026chi;\u0026sup2; = 1530.252, df\u0026thinsp;=\u0026thinsp;327, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001, CFI\u0026thinsp;=\u0026thinsp;0.85, TLI\u0026thinsp;=\u0026thinsp;0.82, NFI\u0026thinsp;=\u0026thinsp;0.81, RMSEA\u0026thinsp;=\u0026thinsp;0.09), the two-factor model grouping WOS, PFW, and JEM (\u0026chi;\u0026sup2; = 2318.672, df\u0026thinsp;=\u0026thinsp;329, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001, CFI\u0026thinsp;=\u0026thinsp;0.74, TLI\u0026thinsp;=\u0026thinsp;0.71, NFI\u0026thinsp;=\u0026thinsp;0.72, RMSEA\u0026thinsp;=\u0026thinsp;0.13), and the one-factor model combining all constructs (\u0026chi;\u0026sup2; = 2809.687, df\u0026thinsp;=\u0026thinsp;330, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001, CFI\u0026thinsp;=\u0026thinsp;0.68, TLI\u0026thinsp;=\u0026thinsp;0.64, NFI\u0026thinsp;=\u0026thinsp;0.66, RMSEA\u0026thinsp;=\u0026thinsp;0.14).\u003c/p\u003e\n\u003ch2\u003eData analysis\u003c/h2\u003e\n\u003cp\u003eThe data analyses were conducted using SPSS (28.0) in a model form of PROCESS Macro (Model 4 and Model 7) for SPSS, as per the approach proposed by Hayes (\u003cspan class=\"CitationRef\"\u003e2013\u003c/span\u003e). The procedure allowed us to estimate both direct and mediation effects of the hypothesized model. This macro is particularly suitable for our investigation because it allows us to evaluate the mediation and moderation effects in real time, resulting in Bootstrapping confidence intervals for the mediation role and a more rigorous inspection of the theorised associations. Initially, we conducted preliminary analyses, including descriptive statistics and correlations, to become acquainted with our data. Furthermore, the key assumption checks for linearity, independence, homoscedasticity, and multivariate normality were conducted preceding to the advanced investigation.\u003c/p\u003e"},{"header":"Results","content":"\u003cp\u003e\u003cstrong\u003eDescriptive statistics\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eTable \u003cspan class=\"InternalRef\"\u003e2\u003c/span\u003e shows descriptive statistics and variable correlations. Moreover, it presents pertinent correlations between PSW and EIB (r\u0026thinsp;=\u0026thinsp;0.57, p\u0026thinsp;\u0026lt;\u0026thinsp;.01) and between WOS and PSW and EIB (r = -0.01; r = -0.42, p\u0026thinsp;\u0026lt;\u0026thinsp;.01). Furthermore, there was a substantial correlation between JEM and EIB (r\u0026thinsp;=\u0026thinsp;0.72, p\u0026thinsp;\u0026lt;\u0026thinsp;.01). To mitigate multicollinearity issues, we implemented the mean centring procedure for both the moderator and the independent variable (Aiken and West, 1991). Interaction terms were formed by multiplying the mean-centered variables, as recommended by Aiken et al. (\u003cspan class=\"CitationRef\"\u003e1991\u003c/span\u003e).\u003c/p\u003e\n\u003cdiv class=\"gridtable\"\u003e\n \u003ctable id=\"Tab2\" border=\"1\"\u003e\n \u003ccaption language=\"En\"\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eCorrelation analysis\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1. Gender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2. Age\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.01\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3. Experience\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.04\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.62\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e4. Education\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.16\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.02\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5. WOS\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.01\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.08\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.08\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.08\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e6. PFW\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.10\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.02\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.04\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.03\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.51\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e7. EIB\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.10\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.05\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.06\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.01\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.42\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.57\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e8. JEM\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.10\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.04\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.03\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.10\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.39\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.54\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.72\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003eMean\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.54\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.06\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.76\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.54\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003eSD\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.81\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.90\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.87\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.25\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003ctfoot\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"9\"\u003e\u003cstrong\u003eNote\u003c/strong\u003e: \u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;377; WOS\u0026thinsp;=\u0026thinsp;Workplace ostracism; PFW\u0026thinsp;=\u0026thinsp;Passion for work; JEM\u0026thinsp;=\u0026thinsp;Job embeddedness; EIB\u0026thinsp;=\u0026thinsp;Employee innovative behaviour; \u003cem\u003ep\u003c/em\u003e** = 0 .01; \u003cem\u003ep\u003c/em\u003e* = 0 .05.\u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tfoot\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cstrong\u003eHypotheses testing\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eIn the current study, Hayes (\u003cspan class=\"CitationRef\"\u003e2013\u003c/span\u003e) developed the PROCESS tool for SPSS (version 28.0) to test this hypothesis. The current study employed a 95% confidence level for bias-corrected CI and generated 5000 bootstraps. We first applied Model 4, following the guidelines in the PROCESS template, to check the direct impact of WOS on EIB and how PFW played a part in this relationship. Next, we used Model 7 to see if JEM had a moderating effect. The findings from using PROCESS Model 4 to examine the primary effect and the mediation effect can be seen in Table \u003cspan class=\"InternalRef\"\u003e3\u003c/span\u003e.\u003c/p\u003e\n\u003cp\u003eTable \u003cspan class=\"InternalRef\"\u003e3\u003c/span\u003e shows that WOS has a negative relationship with EIB (\u0026beta; = \u0026minus;.044, SE\u0026thinsp;=\u0026thinsp;.005, p\u0026thinsp;\u0026lt;\u0026thinsp;.01; 95% CI = [\u0026minus;\u0026thinsp;.3486, \u0026minus;\u0026thinsp;.4186] without a mediator). The 95% confidence interval indicates that the influence of WOS on EIB is also substantial, as zero is outside the range. This outcome validates our hypothesis. Table \u003cspan class=\"InternalRef\"\u003e3\u003c/span\u003e also demonstrates that WOS is positively correlated with PFW when PFW is taken into account (\u0026beta; = \u0026minus;0.56, SE\u0026thinsp;=\u0026thinsp;0.05, p\u0026thinsp;\u0026lt;\u0026thinsp;0.01; 95% CI = [-.6613, \u0026minus;\u0026thinsp;.4694]). PFW also exhibits an inverse relationship with EIB (\u0026beta;\u0026thinsp;=\u0026thinsp;0.47, SE\u0026thinsp;=\u0026thinsp;0.05, p\u0026thinsp;\u0026lt;\u0026thinsp;0.01; 95% CI = [.3730, .5589]). Consequently, we have determined that it provides support for our H2 and H3.\u003c/p\u003e\n\u003cp\u003eEven after controlling for mediators, WOS and EIB remained significantly associated, as shown in Table \u003cspan class=\"InternalRef\"\u003e3\u003c/span\u003e (\u0026beta; = -0.18, SE\u0026thinsp;=\u0026thinsp;0.01, p\u0026thinsp;\u0026lt;\u0026thinsp;0.05; 95% CI = [-.2860, \u0026minus;\u0026thinsp;.0812]). Additionally, the bootstrapping results in Table \u003cspan class=\"InternalRef\"\u003e3\u003c/span\u003e indicate that WOS had an indirect impact on EIB through PFW (\u0026beta; = -0.26, SE\u0026ensp;= 0.04; 95% CI = [-.3467, \u0026minus;\u0026thinsp;.1844]). It is possible to infer that PSW partially mediates the correlation between WOS and EIB based on these findings. Therefore, it would appear that our H4 is receiving assistance.\u003c/p\u003e\n\u003cp\u003eIn order to evaluate the moderated mediation of JEM, we implemented model 7 of the PROCESS. The primary outcome of the moderating impact of JEM on the relationship between WOS and PSW is illustrated in Table \u003cspan class=\"InternalRef\"\u003e3\u003c/span\u003e. Table \u003cspan class=\"InternalRef\"\u003e3\u003c/span\u003e indicates that the JEM moderates the relationship between WOS and JEM is statistically significant and positive, as the 95% confidence interval (CI) does not contain zero (\u0026beta;\u0026thinsp;=\u0026thinsp;0.08, SE\u0026thinsp;=\u0026thinsp;0.03, 95% CI [.0008, .1407]). We can see that employees with a high JEM are negatively and less strongly related to EIB (\u0026beta; = -0.30, p\u0026thinsp;\u0026lt;\u0026thinsp;.01) than those with a lower JEM (\u0026beta; = -0.54, p\u0026thinsp;\u0026lt;\u0026thinsp;.05) when we consider simple slopes, as illustrated in Fig. \u003cspan class=\"InternalRef\"\u003e1\u003c/span\u003e. Our H5 is substantiated by these findings, which are consistent with our expectations.\u003c/p\u003e\n\u003cp\u003eTable 3: Results for mediation analysis\u003c/p\u003e\n\u003cp\u003e\u003cimg 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\"\u003e\u003c/p\u003e\n"},{"header":"Discussion","content":"\u003cp\u003eOur study findings provide insights into the impact of workplace ostracism WOS on EIB. Consistent with our first (H1), we found a significant association between WOS and a decline in EIB. This is in line with previous study by Chung and Kim (\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2017\u003c/span\u003e), highlighting the negative repercussions of social exclusion in a workplace context on innovation. According to Chung and Kim (\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2017\u003c/span\u003e), it can be concluded that when employees experience WOS, their capacity for innovative output diminishes, likely due to the adverse effects of WOS on their motivation and overall well-being. This aligns with Scott and Bruce (\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e1994\u003c/span\u003e) findings on the relationship between motivation and innovation.\u003c/p\u003e\u003cp\u003eThe hypothesis 2 proposed a negative association between WOS and PFW. Our data supports the validity of this assumption, suggesting that individuals are less committed to their roles when they are threatened by the exclusion of practices. The result is consistent with the earlier findings of Rahaman, Kwan, Babalola, and Chen (\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e2023\u003c/span\u003e), who posited that any hostile work environment, particularly one that is characterised by ostracism, would gradually erode the enthusiasm and commitment of an individual. Haldorai et al. (\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2020\u003c/span\u003e) also elaborate on the profound psychological pain that workplace ostracism can inflict on the enthusiasm and passion of an employee at work in a similar report.\u003c/p\u003e\u003cp\u003eFurthermore, we investigated the relationship between EIB and PFW. Our results support hypothesis H3 by demonstrating that PFW serves as a crucial catalyst in facilitating EIB. This discovery is consistent with the findings of Rip et al. (\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e2012\u003c/span\u003e), who posited that a greater degree of passion at work consistently led to a greater propensity for innovation. According to them, employees who are truly enthusiastic should be more proactive, creative, and motivated. Additionally, Klaukien et al. (\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2013\u003c/span\u003e)'s comprehensive investigation establishes a direct correlation between employees' innovative behaviours and positive emotions in the workplace, including passion. In other words, it highlights the significance of fostering a culture that is conducive to passion and the innovative behaviours that result from it.\u003c/p\u003e\u003cp\u003eAdditionally, we expanded this relationship by introducing PFW as a critical mediator (H4). The ostracised followers' enthusiasm for their work diminished, which led to a decrease in EIB. These findings match earlier studies that show how important positive feelings about work are for innovation and help us better understand the work environment. Our results are consistent with previous research, demonstrating that the emotional toll of ostracism can have a lasting impact on creative and innovative behaviours.\u003c/p\u003e\u003cp\u003eFurthermore, our findings indicate that JEM has the potential to significantly mitigate the impact of WOS on PFW (H5). When employees are exposed to ostracism, they are less likely to experience a decline in their PFW, as they are highly job- and organisationally embedded and perceive little separation between their personal and professional lives. Consequently, our results extend Halbesleben et al. (\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e2014\u003c/span\u003e) research by demonstrating that JEM can serve as a protective factor against the detrimental emotional repercussions of WOS.\u003c/p\u003e\u003cp\u003e\u003cb\u003eTheoretical contribution\u003c/b\u003e\u003c/p\u003e\u003cp\u003eThis research makes a substantial contribution to the body of knowledge and literature by analysing COR theory in the context of organisational life. It corroborates the fundamental premise of the COR theory, which posits that individuals desire to acquire, retain, and acquire resources in order to prevent resource loss (Hobfoll, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e1989\u003c/span\u003e). It also implies that individuals respond negatively to resource threats. Ultimately, it raises awareness within the organisation regarding the potential for WOS to serve as a resource inhibitor for IWB, a resource-intensive activity. Additionally, it provides a more comprehensive comprehension of the examples of resource gain and loss of work resources that result from its resource-depleting role. The current study expands the personal resources within the COR theory by incorporating PFW as a mediating mechanism. Furthermore, this research shows that the emotional resource (PFW) can help lessen the negative effects of situations that drain resources, like WOS, which supports the idea of using personal resources to cope with resource loss (Halbesleben et al., \u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e2014\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eAdditionally, the JEM moderating effect introduced a novel dimension to the COR Theory. Furthermore, this concept enables you to identify when a loss or gain of resources occurs. Our research indicates that a higher level of JEM will mitigate the adverse consequences of ostracism, thereby providing workers with a greater reward than they previously received. Possibly, this approach will protect the EIB and mitigate resource depletion. Consequently, our research expands the application of the COR theory, illustrating its ability to elucidate the complex connection between WOS and innovation. Furthermore, it facilitates the application of theory within organisations.\u003c/p\u003e\u003cp\u003e\u003cb\u003ePractical implications\u003c/b\u003e\u003c/p\u003e\u003cp\u003eThe implications of this study are particularly pertinent for policymakers, HR managers, and managers in the manufacturing sector. Initially, we intend to address the WOS as a potential confounder in the EIB. To enhance inclusivity in the workplace, it is possible to implement initiatives such as consistent training and campaigns to raise awareness. Furthermore, it is imperative to establish systems of injustices to resolve systemic deficiencies (Ferris et al., \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e2008\u003c/span\u003e). Second, the importance of maintaining staff engagement and motivation is underscored by PFW's role as a mediator. To foster innovative thinking and behaviour, HR managers should strive to create an environment that encourages employees to align their activities and projects with their passions (Cardon et al., 2017).\u003c/p\u003e\u003cp\u003eIt also speculates that JEM effect on the relationship between WOS and PFW is mixed and institutions\u0026ensp;must adopt strategies or undertake efforts to develop employee engagement. The facilitation of\u0026ensp;JEM contributing factors may be through fostering a team culture that offers a competitive remuneration and career advancements (Jiang et al., 2012). Improvement in JEM not only minimizes WOS adverse effects, but\u0026ensp;it also tends to prevent employees' defection. As such, we need to explore how organizations can foster a work climate that can promote the development of JEM and WOS, as well as encourage the formation of passion\u0026ensp;to counteract with the negative effects of WOS. This will create a workforce that is resilient and\u0026ensp;innovative.\u003c/p\u003e\u003cp\u003e\u003cb\u003eLimitations of the study and future directions\u003c/b\u003e\u003c/p\u003e\u003cp\u003eDespite its success in contributing valuable information, the study has limitations. Initially, the cross-sectional nature of our investigation precludes the drawing of causal inferences. In the future, longitudinal research would bolster the confidence in any causal claims (Spector, 2019). Secondly, the data were collected from employees in the manufacturing sector in the Klang Valley region; therefore, the results may not be applicable to other industries or geographical locations. In order to generalise the findings, additional research may replicate our study in various industries and cultures.\u003c/p\u003e\u003cp\u003eThird, we employed self-reported measures that may be susceptible to common method bias (Podsakoff et al., 2003). Future research could explore the utilisation of alternative methods, such as observation, interview, or multi-source data, to circumvent this constraint. Furthermore, the current study exclusively examined PFW and JEM as job resources; however, future research may incorporate an additional mediator or moderator. For instance, consider how organisational culture and leadership style influence ostracism and innovation. Additionally, individual characteristics such as resilience or emotional intelligence can influence EIB and WOS. However, it is important to acknowledge that ostracism may result in a positive outcome if the ostraciser has been aided by it (Liu et al., 2019). It would be intriguing to explore these seemingly contradictory behaviours in future research. In conclusion, our investigation serves as a catalyst for additional research on the intricate interactions between WOS, PFW, JEM, and EIB.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003eAcknowledgements\u003c/p\u003e\n\u003cp\u003eWe thank all participants who voluntarily contributed to this study.\u003c/p\u003e\n\u003cp\u003eFunding Declaration\u003c/p\u003e\n\u003cp\u003eThis research received no specific grant from any funding agency in the public, commercial, or not-for-profit sectors.\u003c/p\u003e\n\u003cp\u003eAuthor Contributions\u003c/p\u003e\n\u003cp\u003eThe authors confirm their contributions as follows: Author 1: conceptualization; Author 2: data curation, resources, software; Author 1: writing\u0026mdash;original draft, formal analysis; Author 1: supervision, validation, writing\u0026mdash;review; Author 2: editing, funding acquisition. All authors reviewed the results and approved the final version of the manuscript.\u003c/p\u003e\n\u003cp\u003eCompeting Interests\u003c/p\u003e\n\u003cp\u003eThe authors declare no competing interests.\u003c/p\u003e\n\u003cp\u003eInformed Consent\u003c/p\u003e\n\u003cp\u003eWritten informed consent was obtained from all participants prior to data collection. Participants were informed about the study\u0026rsquo;s purpose, confidentiality, voluntary participation, and their right to withdraw at any time. No identifying information was collected, ensuring anonymity.\u003c/p\u003e\n\u003cp\u003eEthical Approval\u003c/p\u003e\n\u003cp\u003eThis study received ethical clearance from the UCSI University\u0026rsquo;s Group Board of Ethics, Kuala Lumpur, Malaysia (Approval ID: UCSI/GBSEC/2025/0014). The research involved a self-administered, anonymous questionnaire with no physical or psychological intervention, posing minimal risk to participants. All participants were over 18 years of age, and their participation was voluntary and anonymous.\u003c/p\u003e\n\u003cp\u003eData Availability\u003c/p\u003e\n\u003cp\u003eThe datasets generated and analyzed during the current study are available from the corresponding author upon reasonable request.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n \u003cli\u003eAbdelwahed, N. A. A., Soomro, B. A., \u0026amp; Shah, N. (2023). Predicting employee performance through transactional leadership and entrepreneur\u0026apos;s passion among the employees of Pakistan. \u003cem\u003eAsia Pacific Management Review, 28\u003c/em\u003e(1), 60-68.\u0026nbsp;\u003c/li\u003e\n \u003cli\u003eAiken, L. S., West, S. G., \u0026amp; Reno, R. R. (1991). \u003cem\u003eMultiple regression: Testing and interpreting interactions\u003c/em\u003e. Newbury Park, CA: sage.\u003c/li\u003e\n \u003cli\u003eBaum, J. R., \u0026amp; Locke, E. A. (2004). 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Compassion satisfaction, resilience and passion for work among nurses and physicians working in intensive care units: A mixed method systematic review. \u003cem\u003eIntensive and Critical Care Nursing, 71\u003c/em\u003e, 103248.\u0026nbsp;\u003c/li\u003e\n \u003cli\u003eZhang, B., \u0026amp; Xu, D. (2023). Correction to: Unethical pro-supervisor behavior and employees\u0026rsquo; family satisfaction: the roles of workplace ostracism and work\u0026ndash;home segmentation preference. \u003cem\u003eCurrent Psychology\u003c/em\u003e. doi:10.1007/s12144-023-05078-y\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"Workplace ostracism, job embeddedness, passion for work, employee innovative behaviour, manufacturing industry, Malaysia","lastPublishedDoi":"10.21203/rs.3.rs-7032917/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-7032917/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eWorkplace exclusion poses a growing challenge to organizational innovation and employee well-being. This study investigates how workplace ostracism (WOS) affects employee innovative behaviour (EIB), while highlighting the protective roles of passion for work (PFW) and job embeddedness (JEM). Drawing on the conservation of resources (COR) theory, we conceptualize PFW as a critical emotional resource that mediates the negative effects of ostracism, and JEM as a structural buffer that moderates these dynamics. Using data from 377 employees in Malaysia\u0026rsquo;s manufacturing sector and employing SPSS PROCESS models 4 and 7, we find that WOS significantly reduces EIB. However, this effect is attenuated when employees possess high PFW, and further moderated by JEM, which helps preserve PFW even under exclusionary conditions. Our findings offer theoretical insights into the psychosocial mechanisms underpinning innovation and extend the COR framework by integrating both emotional and structural job resources. From a practical standpoint, this study underscores the need for inclusive organizational cultures that foster emotional engagement and strengthen employee ties to their roles. By cultivating passion and embeddedness, organizations can counteract the detrimental effects of social exclusion and sustain innovation even in challenging work environments. This research contributes to broader discussions on social inclusion, resilience, and creativity in contemporary organizational life.\u003c/p\u003e","manuscriptTitle":"Countering Exclusion at Work: How Passion and Embeddedness Sustain Innovation in Organizations","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-09-05 11:51:18","doi":"10.21203/rs.3.rs-7032917/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"541e91c1-6648-4f69-bfe7-6de1e099a592","owner":[],"postedDate":"September 5th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[{"id":53933513,"name":"Business and commerce/Business and management"},{"id":53933514,"name":"Social science/Business and management"},{"id":53933515,"name":"Biological sciences/Psychology"},{"id":53933516,"name":"Social science/Psychology"}],"tags":[],"updatedAt":"2025-10-07T09:38:26+00:00","versionOfRecord":[],"versionCreatedAt":"2025-09-05 11:51:18","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-7032917","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-7032917","identity":"rs-7032917","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}