Impact of Workplace Ostracism on Turnover Intention: A Study of Machine Operators Working in the Apparel Sector, Rathnapura District, Sri Lanka

Abstract

Employee turnover and turnover intention have become critical issues for organizations as they create direct and indirect costs for them. Employees with turnover intentions in the organizations also tend to be less productive, since they are not really interested in their jobs and are merely there to wait for the right moment to move on to other organizations. The main objective
of this study was to study the impact of workplace ostracism on turnover intention. This study was carried out as a cross-sectional field study, predominantly applying the hypothetic deductive approach. The population of the study comprises the machine operators working in the apparel sector in the Rathnapura district. Simple random sampling method was used as the
sampling technique and the sample size of this study was 322 respondents according to the Morgan table. Personally administrated questionnaires were used for collecting the data under the quantitative data collection methods. The data was analyzed using Statistical Package for Social Sciences (SPSS). Through the analysis of the study, the researchers tried to
assess the impact and identify the association between workplace ostracism and the turnover intention of machine operators in the apparel sector. According to the data analysis there is an impact of workplace ostracism on the turnover intention of the machine operators in the apparel sector in Sri Lanka and workplace ostracism impacts 68.4% of the turnover intention.

Key Words: Meaningful Existence, Sense of Belonging, Sense of Control, Self-esteem, Turnover Intention, Workplace Ostracism