How does workplace ostracism hurt employee creativity? Thriving at work as a mediator and organization‐based self‐esteem as a moderator

Abstract Drawing on the socially embedded model of thriving and conservation of resources theory, we explore the negative effect of workplace ostracism on employee thriving. We model organization‐based self‐esteem (OBSE) as a moderator and extend our examination to the downstream implications of thriving for employee creativity. Using a scenario‐based experiment (Study 1) with 387 working adults, we find that workplace ostracism is more likely to prevent workers with higher levels of OBSE from thriving at work. This finding is verified in Study 2, in which we use multiwave, multisource data collected from 207 employees and their supervisors to test the proposed model. The results further show that for employees with higher levels of OBSE, thriving at work is more likely to mediate the relationship between workplace ostracism and employee creativity. These findings provide important practical implications for fostering employee thriving and promoting creativity in the workplace by managing workplace ostracism.