Abstract
AbstractIn this single-case study, practice of ostracism occurred across several levels of the occupational hierarchy in a surgery department in a large Swedish hospital. The findings show that a/ workplace ostracism is triggered by social preconceptions, b/ silence strategies is mobilised to reduce uncertainty c/ structural mistreatment reproduce targeted mistreatment and d/ decisions on expulsion is forced in order to execute organizational politics. In this article I argue that workplace ostracism is pragmatic and that different actors is cought in a form of hostage situation to prevent being rejected and blamed for wrongdoings. In this article I highlight the main results from this study and provide practical implications on how to address ostracism as an organizational problem in order to develop employee rights to be heard.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
