Work Place Ostracism, Employees Counterfactual Thoughts and Turn Over Intention: Moderating Role of Vitality


  • Sobia Jafar Research Scholar, Riphah Institute of Clinical & Professional Psychology, Riphah International University, Lahore Campus
  • Samia Khalid Lecturer, Riphah Institute of Clinical & Professional Psychology (RICPP) Riphah International University Lahore Campus Lahore



Ostracism, Counterfactual thoughts, Vitality, Turnover intention


Role of ostracism in organization is proliferated from last few decades. Past studies verify the occurrence of ostracism and counterfactual thoughts in different cultures, demographic lines, in different age groups and its frequent negative effects within organizations. What are the effects of ostracism and counterfactual thoughts that leads to turnover intention and how vitality play a moderating role is the main aim of present study. Survey research design and purposive sampling strategy was used for selecting 200 employees from Sahiwal and Okara cities of Pakistan. Results revealed that work place ostracism has significant relationship with vitality and turnover Intention. Counter factual thoughts have significant positive relationship with turnover intention. It is also found that workplace ostracism and counter factual thought significantly predict vitality and turnover intention among employees. Results also showed the buffering role of vitality in relationship of ostracism and counterfactual thoughts with turnover intention. Present study is beneficial to control the rate of employees’ turnover and for the progress of any organization. Management need to get the benefit from this study by arranging workshops and training programs on the harmful effects of ostracism and counterfactual thoughts. It will be very helpful to improve vitality and to decrease the rate of turnover intention.


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How to Cite

Jafar , S. ., & Khalid, S. (2020). Work Place Ostracism, Employees Counterfactual Thoughts and Turn Over Intention: Moderating Role of Vitality. Journal of Professional & Applied Psychology, 1(2), 70–78.