The moderating role of workplace ostracism between employee training, employee participation and organizational commitment among bank employees

Purpose This study aimed at investigating employee training, participation and organizational commitment (OC) the moderating effect of workplace ostracism among bank employees. Design/methodology/approach The used a descriptive cross-sectional design with aid standard scale constructed into questionnaire. Cluster, convenience simple random sampling techniques were to select 1,067 respondents, which 870 deemed fit for study. theories underpinning social exchange theory (SET) identity (SIT). Four hypotheses developed tested using hierarchical multiple regression analysis, moderation PROCESS macro. Findings found that training had significant positive relationship commitment, while but negative also moderated between climate recommended requires management their workforce, allowing in decisions, minimizing or outrightly eradicating practice ostracism. It is, therefore, concluded workers place great value on decision-making frown Originality/value paper fills gaps left by paucity empirical investigation role plays – feat is lacking developing countries. serves as reminder prevent entirely eliminate allay an employee's impression being threat organization when low.