The Effect of Workplace Ostracism on Knowledge Sharing among Audit Professionals in Sri Lanka: The Roles of Perceived Insider Status and Emotional Intelligence.

Abstract

In knowledge-intensive organisations, where collaboration and information exchange are essential, subtle interpersonal harassment such as workplace ostracism can significantly affect employee behaviour. Based on the Conservation of Resources (COR) theory, this study examines workplace ostracism as an antecedent of knowledge-sharing behaviour among audit professionals in Sri Lanka. Specifically, it examines the mediating role of perceived internal status and the moderating role of emotional intelligence in this relationship. Following a hypothetical, quantitative research design, time-lagged data were collected from 215 audit professionals working in five audit firms in Colombo, Sri Lanka. Hierarchical regression and conditional process analyses revealed that workplace ostracism is negatively associated with knowledge sharing behaviour (β = −.29, p < .001). Perceived insider status partially mediates this relationship, indicating that ostracism reduces employees’ sense of belonging, which also reduces their willingness to share knowledge (β = .34, p < .001). Furthermore, emotional intelligence significantly moderates the relationship between workplace ostracism and knowledge-sharing behaviour (β = .15, p < .05). That is, the negative effect was weaker among employees with high emotional intelligence. The moderated mediation analysis further confirmed that the indirect effect of workplace ostracism on knowledge sharing behaviour via perceived insider status is stronger at lower levels of emotional intelligence. These findings highlight the important role of psychological resources and individual capabilities in shaping employees’ responses to workplace exclusion. This study contributes to the literature by integrating mediating and moderating mechanisms within a resource-based framework and provides practical insights for fostering inclusive and knowledge-sharing work environments. However, these findings are limited to a specific sector and cultural context, pointing to the need for future research using longitudinal and multidisciplinary designs.