Abstract:
Pro-social behaviour plays a vital role in the hospitality sector in Sri Lanka and it is
important for sustaining service quality, teamwork, and customer satisfaction.
Although workplace ostracism is commonly viewed as harmful, recent research
suggests that employees may sometimes respond to exclusion constructively. This
study draws on the temporal need-threat model and future time perspective theory to
examine the relationship between workplace ostracism and pro-social behaviour,
with future orientation tested as a moderator. Adopting a positivist philosophy and a
deductive approach, the research employed a quantitative design. Frontline
employees working in hotels and resorts across Sri Lanka were the unit of analysis.
Data were collected through a cross-sectional survey, among the sample selected
using convenience sampling method, yielding 204 valid responses. The survey
contained validated scales for workplace ostracism, future orientation, and pro-social
behaviour, all demonstrating strong reliability (Cronbach’s alpha > 0.80). Construct
validity was confirmed through confirmatory factor analysis, and data were analysed
using IBM SPSS (version 25). Pearson correlation analysis showed a significant
positive relationship between workplace ostracism and pro-social behaviour (r = 0.34,
p < 0.01). This suggests that some employees increase helping behaviours when
excluded, potentially as a means of restoring belonging. Hierarchical regression
further revealed that future orientation significantly moderates this relationship
(interaction β = 0.26, p < 0.05). Specifically, the positive link between ostracism and
pro-social behaviour was strongest among employees with high levels of future
orientation. These findings support the temporal need-threat model, which highlights
how social exclusion triggers unmet relational needs that can stimulate compensatory
pro-social behaviours. Future time perspective theory strengthens this interpretation,
suggesting that future-oriented individuals view ostracism as temporary and respond
in ways that enhance long-term relational outcomes. Future research should apply
longitudinal or experimental approaches and investigate additional moderators such
as resilience, organisational justice, and cultural context.
