ABSTRACT
This study applied Interpretive Structural Modeling on the relationships between 18 identified variables of workplace dynamics in HEIs, with workplace ostracism identified a major influencing element on the final organizational impacts. As the academic experts from different private and state universities were consulted during the research process, their assumptions enabled me to create a developed digraph and the final conceptual model illustrating the hierarchical inter-dependencies between the indicated defined variables. Specifically, the data showed that addressing the problem of abusive supervision can moderate the identified impacts of workplace ostracism on employee performance and organizational efficacy in the selected alternatives.
