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Abstract：
BACKGROUND: This theoretical model has been drawn on principles of social exchange theory to scrutinize the connection between organizational virtuousness and job performance with the mediating role of Organizational citizenship behavior and moderating role of workplace ostracism. A survey was conducted in Pakistan, gathering data from 486 employees working for various private and commercial banks.
METHODS: Soft and hard questionnaires were distributed to the participants, with social media platforms used for the soft questionnaires and meetings with employees for the hard questionnaires. A 7-point Likert scale was employed in data collection, and measures for the variables were adapted from reliable and valid sources. A demographic analysis was performed to summarize the sample collected from participants. The demographics results were analyzed using SPSS, while the measurement model and path analysis were conducted using Structural Equational Modeling with Smart PLS-4.
RESULTS: The study\'s findings showed a significant and positive relationship between organizational virtuousness and job performance, with organizational citizenship behavior serving as a mediator. Additionally, a negative moderation of workplace ostracism was observed in the mediation of organizational citizenship behavior toward the relationship between organizational virtuousness and job performance.
CONCLUSIONS: The study\'s results contribute to the implementation of social exchange theory and related concepts in the banking sector of Pakistan, providing practical guidance for implementing virtuous practices within organizations and discouraging ostracism in banks to enhance overall performance. The study suggests that policies regarding the implementation of virtuous practices in organizations can be established, and workplace ostracism can be avoided by providing a platform for social gatherings and training employees. Managers should adopt appropriate leadership styles and relevant communication patterns to impact the organizational climate which can also help reduce the influence of ostracism in the organization. Additionally, a complaint cell should be established with complete confidentiality to reduce ostracism.
METHODS: Soft and hard questionnaires were distributed to the participants, with social media platforms used for the soft questionnaires and meetings with employees for the hard questionnaires. A 7-point Likert scale was employed in data collection, and measures for the variables were adapted from reliable and valid sources. A demographic analysis was performed to summarize the sample collected from participants. The demographics results were analyzed using SPSS, while the measurement model and path analysis were conducted using Structural Equational Modeling with Smart PLS-4.
RESULTS: The study\'s findings showed a significant and positive relationship between organizational virtuousness and job performance, with organizational citizenship behavior serving as a mediator. Additionally, a negative moderation of workplace ostracism was observed in the mediation of organizational citizenship behavior toward the relationship between organizational virtuousness and job performance.
CONCLUSIONS: The study\'s results contribute to the implementation of social exchange theory and related concepts in the banking sector of Pakistan, providing practical guidance for implementing virtuous practices within organizations and discouraging ostracism in banks to enhance overall performance. The study suggests that policies regarding the implementation of virtuous practices in organizations can be established, and workplace ostracism can be avoided by providing a platform for social gatherings and training employees. Managers should adopt appropriate leadership styles and relevant communication patterns to impact the organizational climate which can also help reduce the influence of ostracism in the organization. Additionally, a complaint cell should be established with complete confidentiality to reduce ostracism.
摘要：
背景：该理论模型基于社会交换理论的原则，以审查组织良性与工作绩效之间的联系，以及组织公民行为的中介作用和工作场所排斥的调节作用。在巴基斯坦进行了一项调查，从为多家私营和商业银行工作的486名员工那里收集数据。
方法：将软问卷和硬问卷分发给参与者，使用社交媒体平台进行软问卷，并与员工开会进行硬问卷。在数据收集中采用了7点李克特量表，变量的测量是从可靠和有效的来源进行调整的。进行人口统计学分析以总结从参与者收集的样本。使用SPSS对人口统计结果进行分析，而测量模型和路径分析是使用结构方程建模与智能PLS-4进行的。
结果：研究结果表明，组织美德与工作绩效之间存在显著的正相关关系，以组织公民行为为中介。此外,在组织公民行为对组织良性与工作绩效之间关系的中介中，观察到工作场所排斥的负调节作用。
结论：研究结果有助于在巴基斯坦银行业实施社会交换理论和相关概念，为组织内部实施良性做法和阻止银行排斥行为以提高整体绩效提供实用指导。该研究表明，可以制定有关在组织中实施良性做法的政策，通过为社交聚会和培训员工提供平台，可以避免工作场所排斥。管理者应采用适当的领导风格和相关的沟通模式来影响组织氛围，这也有助于减少排斥在组织中的影响。此外,应建立完全保密的投诉小组，以减少排斥。
方法：将软问卷和硬问卷分发给参与者，使用社交媒体平台进行软问卷，并与员工开会进行硬问卷。在数据收集中采用了7点李克特量表，变量的测量是从可靠和有效的来源进行调整的。进行人口统计学分析以总结从参与者收集的样本。使用SPSS对人口统计结果进行分析，而测量模型和路径分析是使用结构方程建模与智能PLS-4进行的。
结果：研究结果表明，组织美德与工作绩效之间存在显著的正相关关系，以组织公民行为为中介。此外,在组织公民行为对组织良性与工作绩效之间关系的中介中，观察到工作场所排斥的负调节作用。
结论：研究结果有助于在巴基斯坦银行业实施社会交换理论和相关概念，为组织内部实施良性做法和阻止银行排斥行为以提高整体绩效提供实用指导。该研究表明，可以制定有关在组织中实施良性做法的政策，通过为社交聚会和培训员工提供平台，可以避免工作场所排斥。管理者应采用适当的领导风格和相关的沟通模式来影响组织氛围，这也有助于减少排斥在组织中的影响。此外,应建立完全保密的投诉小组，以减少排斥。
