Workplace Ostracism, Work Envy, Emotional Intelligence and Organizational Cynicism among University Faculty Members

Abstract

Subtle forms of professional exclusion such as being left out of departmental deliberations or academic collaborations can erode trust and belonging among faculty members. These overlooked behaviors may silently fuel emotional strain and cynicism within educational institutions. The aim of the present study was to investigate the relationship between workplace ostracism, work envy, emotional intelligence, and organizational cynicism among university faculty members in Pakistan. It was hypothesized that workplace ostracism and work envy would be positively associated with organizational cynicism, whereas emotional intelligence would be negatively related. A purposive sample of 200 university faculty members was selected, including 119 men and 81 women, aged approximately between 25 and 60 years, with the majority falling in the 36–50 year range. Standardized measures included the Workplace Ostracism Scale, Work Envy Appraisal Scale, Schutte Emotional Intelligence Scale, and Organizational Cynicism Scale, along with a demographic questionnaire and informed consent. Pearson product-moment correlations showed that workplace ostracism and work envy were both positively correlated with organizational cynicism, whereas emotional intelligence was negatively correlated with all three other variables. A mediation analysis confirmed that work envy significantly mediates the relationship between workplace ostracism and organizational cynicism. Furthermore, a one-way ANOVA indicated significant differences in emotional intelligence across faculty groups with different years of work experience. The findings suggest that interpersonal stressors such as ostracism and envy erode emotional and relational resources in academic institutions, while emotional intelligence serves as a protective factor capable of plummeting organizational cynicism and enhancing workplace functioning.