Abstract:
Academics in Sri Lankan state universities play a pivotal role in advancing research,
teaching, and national development. However, internal organisational challenges,
particularly favouritism in leadership and disrespectful peer interactions, can
undermine collegiality, morale, and institutional effectiveness. Drawing on Social
Exchange Theory (SET), this study aims to investigate the impact of organisational
cronyism on workplace ostracism, and workplace incivility was examined as a
moderating factor. Adopting a quantitative approach, data were collected from 215
academic staff members in state universities using convenience sampling method.
Respondents completed validated scales measuring organisational cronyism,
workplace incivility, and perceived ostracism. Correlation analysis revealed a
significant positive relationship between organisational cronyism and workplace
ostracism (r = 0.42, p < 0.01). Hierarchical regression analysis further showed that
workplace incivility significantly moderated the impact (interaction term β = 0.17, p
< 0.05), suggesting that cronyism’s effect on ostracism is intensified in environments
where incivility is more frequent. These findings imply that both leader favouritism
and peer disrespect can jointly contribute to exclusionary experiences among
academics. University administrators are urged to uphold transparent, merit-based
practices and to actively address workplace incivility to foster inclusive, collegial
environments. While this study offers valuable empirical insights, it is limited by its
cross-sectional design and non-random sampling method. Future research could
employ longitudinal methods or extend the analysis to include comparative studies
across university types or regions.
