Workplace Romance and Its Dark Side: The Sequential Mediation of Ostracism and Envy and the Buffering Effect of Organization-Based Self-Esteem

Abstract

Workplace romance presents a paradoxical challenge for organizations, capable of enhancing employee engagement while simultaneously triggering destructive interpersonal dynamics. This study probes the darker contours of this phenomenon within Saudi Arabia’s rapidly expanding hospitality and travel sectors—a context where Vision 2030’s ambitious tourism agenda renders workplace social processes especially consequential for organizational sustainability. While prior research has predominantly examined either the benefits of workplace romance or its isolated negative outcomes, limited empirical attention has been devoted to understanding how romance-induced social mechanisms jointly translate into counterproductive work behaviors (CWBs) and whether psychological resources can buffer these adverse effects. Integrating the Stimulus–Organism–Response framework with Conservation of Resources theory, this study develops and tests a model wherein workplace romance (WR) functions as a relational stimulus that elicits workplace ostracism (WO) and employee envy (EE), which subsequently foster CWBs, with organization-based self-esteem (OBSE) moderating the WR–WO and WR–EE linkages. Survey data from 434 employees across international hotels and travel agencies were analyzed using PLS-SEM, demonstrating robust measurement properties. The results reveal that higher levels of workplace romance are statistically associated with higher levels of workplace ostracism and employee envy, each of which shows a significant indirect association between workplace romance and counterproductive work behaviors. In the hypothesized order, workplace romance is associated with workplace ostracism and employee envy, and these variables jointly exhibit a serial indirect association with counterproductive work behaviors consistent with the proposed model, although this pattern should be interpreted as correlational rather than causal given the cross-sectional design. Furthermore, OBSE significantly attenuates the positive effects of WR on both WO and EE, underscoring its function as a protective psychological reservoir. While the cross-sectional, self-report design and single-country focus constitute notable limitations, they also underscore the imperative for multi-source, longitudinal investigations. Practically, these findings suggest that proactively managing workplace romance, mitigating ostracism and envy, and cultivating OBSE may support organizational efforts that are consistent with SDG 8 (Decent Work and Economic Growth), SDG 3 (Good Health and Well-Being), and SDG 10 (Reduced Inequalities) within Saudi Arabia’s tourism-led development trajectory, even though these goals were not directly measured in this study.