2022 Volume 64 Issue 1 Pages 40-52
Many studies confirmed that psychological flexibility (PF) can improve job performance. However, few studies examined the mechanisms between them. The present study constructed a structural equation model to test the relationship between PF, workplace ostracism, perceived stress, and job performance. A sample of 234 Information Technology (IT) staff completed the Workplace Ostracism Scale, Perceived Stress Scale, Acceptance and Action Questionnaire II and Job Performance Scale. Chained mediation model revealed that work ostracism and stress mediated the association between PF and job performance, and the effect of PF on job performance could be mediated through work ostracism and then through perceived stress. Results of this study could help clarify the possible mechanistic pathways of PF on job performance. It is suggested that future work attempting to increase job performance among IT staff should consider the potentially important role of psychological flexibility model. Limitations and implications are discussed.