Title:
INFLUENCE OF WORKPLACE INCIVILITY AND OSTRACISM ON ORGANIZATIONAL TRUST

Authors:
Ojo Adeshina Akinwumi, Obisesan Oluwatobi Samuel, Adewusi Timilehin Heradat, Bolaji Christianah Damilola, Boladale-Lawal Folarin, Nigeria

Abstract:

The causal direction between workplace incivility, Ostracism on Organizational Trust is been investigated at the University College;. The study was anchored on the Theory Conservation of Resource (COR) to support and substantiate our theoretical predictions of this study. The cross sectional survey design was used for this study while the simple random sampling technique was used to select a sample size of three hundred and fifty (350) respondents who were staff of the University College Hospital in Ibadan. The result shows that workplace incivility had no significant influence on organizational trust [t (279) = 4.24; P<.05]. Further analysis revealed that respondents with low workplace incivility (Mean = 69.95; SD = 15.67) reported higher on organizational trust compared to those with high level of workplace incivility (Mean = 52.82; SD = 7.23). It also revealed that respondents with high ostracism (Mean = 32.17; SD = 4.72) reported lower on organizational trust compared to those with low level of psychological well-being (Mean = 69.06; SD = 19.74). The result also revealed that workplace incivility and ostracism had no significant joint influence on organizational trust. Lastly, Demographic factors (age, educational qualification, work experience, salary increment and promotion) had neither joint nor independent influence on organizational trust [R = .07; R2 = .02; F (2, 102) = 1.32; P>.05].In summary, workplace incivility did not predict organisational trust, low level of ostracism will significantly report higher on organisational trust than those with high level of ostracism, workplace incivility and ostracism had significant no joint influence on organisational trust and that demographic factors (age, educational qualification, work experience, salary increment and promotion) had a neither a joint nor independent influence on organisational trust. Therefore, the study concluded that workplace incivility and workplace ostracism did not predict organisational trust among healthcare workers in Ibadan.