The impact of workplace ostracism on pro-job unethical behavior in Sri Lanka’s hotel industry: The moderating role of interpersonal sensitivity

Abstract

Sri Lanka’s hotel industry, integral to the nation’s tourism and economic growth, depends on the integrity and collaboration of its workforce to deliver exceptional service. However, negative social experiences such as workplace ostracism can erode these standards by prompting employees to engage in behaviors that, while beneficial to job performance, violate ethical norms. Despite its implications, limited research has explored how workplace ostracism contributes to pro-job unethical behavior (PJUB) in Sri Lanka’s hospitality sector, particularly in interaction with personal traits like interpersonal sensitivity. Grounded in Social Cognitive Theory, this study examines the relationship between workplace ostracism and PJUB, with interpersonal sensitivity assessed as a moderating variable. Adopting a quantitative, deductive research design, data were collected through structured questionnaires from 175 hotel employees in the Northern Province of Sri Lanka, using a convenience sampling method. Measures included established scales for workplace ostracism, interpersonal sensitivity, and PJUB. Correlation and hierarchical regression analyses using SPSS revealed a significant positive association between workplace ostracism and PJUB (r = .59, p < .01; β = .57, p < .001), indicating that ostracized employees are more likely to rationalize unethical behavior aimed at securing job performance or recognition. Furthermore, the results confirmed the moderating role of interpersonal sensitivity (interaction term β = .18, p < .01); the link between ostracism and PJUB was stronger among employees with higher interpersonal sensitivity. These findings highlight the complex interplay between social exclusion and personal traits in shaping ethical behavior in service settings. Practically, the study calls for hotel managers to promote inclusive work cultures and to identify and support employees who may be particularly vulnerable to ostracism-induced misconduct. Limitations include the cross-sectional design and reliance on self-reported data, which restricts causal inference. Future research could incorporate longitudinal designs and explore other moderating variables, such as moral identity or organizational justice, in this context.