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.
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