In order to increase the understanding of the effect of perceived workplace ostracism on turnover intention, and the role of job stress and job autonomy between the two relationships, this study is advanced through a joint investigation of a) the mediating role of job stress in linking ostracism to turnover intention in the workplace and (b) the moderating role of job autonomy in influencing this mediation. Based on Hobfoll’s conservation of resources (COR) theory, this study investigated the effect of perceived workplace ostracism on turnover intention as mediated by job stress and moderated by job autonomy among a sample of 144 employees from the consumer services sector in Malaysia. This study used hierarchical multiple regression to examine the direct relationships. The mediation analysis was analysed using steps suggested by Baron and Kenny (1986) and validated using the bootstrapping approach (Hayes & Preacher, 2014). The moderated mediation was measured using the four conditions method proposed by Preacher, Rucker, and Hayes (2007). The results showed that perceived ostracism in the workplace was positively linked to turnover intention and job stress. In addition, job stress mediated the relationship between perceived workplace ostracism and turnover intention while job autonomy moderated the mediation relationship in this study. Consistent with our proposed notion, job autonomy has increased the strength of the indirect effect of perceived workplace ostracism on turnover intention through job stress, such that this relationship is stronger when the level of job autonomy is low but not when it is high. Findings from our study have some practical implications. Job stress is an important variable in the prediction of turnover intention and this study also provides new evidence pertaining to the moderating effect of job autonomy on the relationship between perceived workplace ostracism and job stress.
