Workplace Exclusion Research Articles

The legacy of immigration policies and employment exclusion: Assessing the relationship between employment exclusions and immigrant health

Restrictive federal and state immigration policies create conditions of employment exclusion that may negatively influence the health of immigrants. In particular, these policy effects are reflected in labor market and workplace experiences that determine the types of work and employment opportunities that immigrants are able to access and pursue. This study examines the relationship between both cumulative and individual measures of employment exclusion and self-rated health and psychological distress among Asian and Latino immigrants in California, and whether this relationship is modified by legal status. We used data from the Research on Immigrant Health and State Policy (RIGHTS) study (n = 2010). We used both multivariable logistic regression and linear regression models for our analyses. For cumulative models, labor market exclusion was associated with poor health (OR = 1.21, 95% CI: 1.01, 1.46). Workplace exclusion was also associated with poor self-rated health (OR = 1.45, 95% CI: 1.15, 1.82) and increased psychological distress (β = 0.69, 95% CI: 0.31, 1.07). For individual measures of employment exclusion, settling for a job – a labor market exclusion – and working in a dangerous job and experiencing wage theft – workplace exclusions – were associated with poor health and increased psychological distress. There was no evidence that the association between employment exclusions and health varied by legal status. These findings demonstrate that the combined effect of employment exclusions is detrimental to immigrant health. To improve population health, public health researchers should continue to interrogate the policy conditions at the federal, state, and local level that exclude immigrants from employment opportunities and workplace protections.

The mediating role of school effectiveness in the relationship between transformational leadership and workplace exclusion.

The purpose of this study is to reveal the mediating role of school effectiveness in the relationship between transformational leadership and workplace exclusion. The sample of the study consisted of 410 teachers working in primary, secondary and high schools in Bolu/Türkiye province center in the 2023-2024 academic year. Correlational design was used in the study and path analysis was used to reveal the predictive relationships between variables. As a result of the study, it was seen that the hypotheses put forward in line with the model put forward were confirmed. In this context, it was concluded that transformational leadership has a significant positive effect on school effectiveness (Hypothesis 1), school effectiveness has a significant negative effect on workplace exclusion (Hypothesis 2), transformational leadership has a significant negative effect on workplace exclusion (Hypothesis 3) and finally school effectiveness has a mediating role in the effect of transformational leadership on workplace exclusion (Hypothesis 4). In the context of the results, suggestions were made such as providing in-service courses for school administrators on transformational leadership and school effectiveness, preventing exclusion at work by giving teachers the opportunity to develop themselves and participate in the decisions taken.

Systemic Barriers in District Principal Development and Hiring Practices for Women and People of Color in the Principalship

This study leverages the theories of racialized and gendered organizations as frameworks to examine a Southeastern school district’s aspiring leadership program and hiring practices to determine the extent to which they produce and reproduce gender and race-based norms that promote workplace exclusion for women and people of color interested in the school principalship. Data were obtained from interviews with district administrators, school administrators, and teachers ( n = 12). Findings provide support that the district operates in a manner consistent with a racialized and gendered organization. Results are discussed, and implications for improvement are provided.

In Search of Clarity: Examining the Workplace Exclusion Literature

In Search of Clarity: Examining the Workplace Exclusion Literature

The Impact of Authentic Leadership on Reducing Perceived Workplace Exclusion: The Moderating Roles of Collectivism and Power Distance Orientation in a Workplace

The Impact of Authentic Leadership on Reducing Perceived Workplace Exclusion: The Moderating Roles of Collectivism and Power Distance Orientation in a Workplace

Linking Workplace Exclusion with Employees’ Intention to Leave with the Mediating and Moderating Role of Self-esteem

This study aims to investigate the relationship between workplace exclusion and intention to leave with the mediating and moderating role of self-esteem. Data was collected from 200 white-collar employees working in durable consumer goods industry in Türkiye. Results showed that workplace exclusion is positively related to intention to leave and negatively related to self-esteem. Self-esteem is negatively related to intention to leave. Additionally, it was found that self-esteem has not a mediation function. Self-esteem plays a significant role as a function of moderation between workplace exclusion and intention to leave. Practice of our findings and implications for the research are discussed in this study.

Employee Silence Predicted by Abusive Leadership and Workplace Ostracism: Role of Employee Power Distance

The proposed research aimed to examine abusive leadership and workplace ostracism as predictors of employee silence among school teachers in Sargodha, Pakistan. Studies further tend to examine the moderating role of power distance. Purposive sampling was employed to acquire the data. The research variables were quantified using the Abusive Supervision Scale (Mitchell & Ambrose, 2007), Workplace Exclusion Scale (Hitlan & Noel, 2009), Silence Scale (Van Dyne et al., 2003) and Power Distance Scale (Dorfman & Howell, 1988). Pearson correlation analysis revealed a significant relationship between abusive leadership, workplace ostracism, employee silence, and power distance. Results showed that abusive leadership, ostracism, silence, and power distance have a positive relationship with each other. The findings of linear regression revealed that abusive leadership, ostracism and power distance positively predicted employee silence. Moderation analysis revealed that power distance significantly moderated the relationship of abusive leadership and workplace ostracism with employee silence. The proposed research provides some recommendations and conclusions for future researchers who may be interested in examining the abuse that teachers experience in a high-power-distance culture that compels them to act silently.

Workplace Exclusion Impacts on Knowledge-Sharing via Moderation of Digital Media and Organizational Culture

Technological innovation relies on creating new knowledge and technologies, and the talents who create and share the knowledge are influenced by interpersonal relationships. Therefore, how to use the company’s existing internal resources to solve the issue of interpersonal workplace exclusion and encourage the knowledge-sharing between employees to form a specific cultural dynamism in terms of knowledge sharing, which leads to technological innovations, has become a challenge for enterprises. Through an investigation of the survey conducted in China, this paper aimed to explore the influence mechanism of workplace exclusion on knowledge sharing from resource conservation theory and social exchange theory perspectives. The dual moderation model of this study contained digital media and the dynamics of organizational culture. The research results of this study found that workplace exclusion has a significant negative impact on knowledge sharing while digital media negatively moderates the relationship between workplace exclusion on knowledge sharing. On the other hand, organizational culture dynamics help enhance digital media’s moderating effect on the negative relationship between workplace exclusion and knowledge sharing. This research result indicates that when promoting employees’ knowledge-sharing behavior, the influence of the organizational cultural environment cannot be ignored. With the vibrant dynamics of organizational culture design, the company can promote a free, relaxed and innovative cultural atmosphere, encouraging employees to express their ideas and suggestions freely. That is to say, when employees feel excluded from others and cannot express their views because of being ignored and excluded, the visibility of digital media helps them better express their views and knowledge.

The challenge of retaining highly educated migrants in tourism destinations: Case comparison of Macau and Hong Kong

Increased global competition for highly educated talent has motivated research into the significant factors involved in retaining such individuals in many different sectors of the economy. Our study explores how industry characteristics and the representation of the industry in the overall economy are related to the settlement intentions of highly educated migrants. We also suggest that the relationship is influenced by the experience of workplace exclusion. The study is based on recent data collected from 2018 to 2020 of migrants from mainland China in Hong Kong and Macau, both of which have a strong emphasis on tourism. Our study shows that individuals who work in the tourism industry have weaker settlement intention than those working in non-tourism industries. We also found that the perception of workplace exclusion has a mediating effect. However, we found different patterns in Hong Kong and Macau, which may reflect the different representation of tourism in the overall economies of those cities.

Inclusion as Assimilation, Integration, or Co-optation? A Post-Structural Analysis of Inclusion as Produced Through Mental Health Research on Peer Support.

In the last 20years, research on the inclusion of peer support within mental health settings has burgeoned, paralleling the broad adoption of service user inclusion within policy as a moral imperative and universally beneficial. Despite the seemingly progressive impetus behind inclusion, increasingly peer support workers talk of exhaustion working within mental health systems, the slow rate of change to oppressive values and practices, and ongoing experiences of workplace exclusion. Such experiences suggest differences in the way in which inclusion is produced across different stakeholder groups and contexts. In this article, we adopt Bacchi's 'what's the problem represented to be?' approach to identify how mental health research, often understood as an a-political activity, produces versions of inclusion. We argue current research predominantly produces inclusion as 'assimilation' and 'integration'. We use critical inclusion, mental health, and survivor scholarship to evaluate the effects these productions have for peer support and peer support workers, finding that both problematise peer support workers and those seeking support. We consider possibilities for more liberatory productions of inclusion, building on the notion of inclusion as 'co-optation'. Our analysis points to the need for researchers to engage with an uncomfortable reflexivity to enable more emancipatory possibilities regarding inclusion and peer support.

Disparity learning during youth internships in Singapore

ABSTRACT A great deal of hope is pinned on experiential learning initiatives for young people. This hope is in line with policy approaches adopted by global organisations such as UNESCO and the World Bank in which learning is characterised as the vehicle through which transformation, self-actualisation and social development can occur. In order to provide young people the opportunity to experience such self-discovery, there has been a growth in internships which serve to facilitate young people’s transition from education to work. This paper explores the more sinister sides of such experiential learning. We map the ways in which youth learn about racial inequalities and class privilege through internships. Drawing on focus groups conducted with youth in Singapore, a global city with a multiracial population and a strong orientation towards meritocracy, we explore young people's discussions of their ‘disparity learning’. During internships, youth learn about workplace exclusion on the basis of race and gender, social structures of privilege and the hegemony of corporate power. We suggest that the recognition of disparity learning opens up the potential for the design of internships which provide opportunities for challenging race and class based inequalities embedded in workplace cultures.

The formation mechanism of employees' knowledge possession behavior from the perspective of workplace exclusion

Based on the Resource Conservation Theory, this study constructs a mediating effect model with defensive silence as the mediating variable and employee belonging needs as the regulating variable. The results show that: (1) workplace exclusion has a positive predictive effect on employees' knowledge possession behavior; (2) Defensive silence mediates the relationship between workplace exclusion and employees' knowledge possession; (3) Employee belonging needs not only positively regulates the positive relationship between workplace exclusion and employees knowledge possession behavior, but also positively regulates the positive relationship between workplace exclusion and defensive silence; (4) Employee belonging needs regulate the mediating role of employee defensive silence in the relationship between workplace exclusion and employee knowledge possession behavior. This study provides a new perspective on how to optimize the knowledge management process, and provides insights for managers to break the cycle of knowledge possession and create a new model of knowledge sharing among employees in the workplace.

How Transformational Leadership Engage in Unethical Pro-Group Behavior

Researchers have been more interested in the features and causes of unethical behavior in organizations in recent years. There is limited study on transformational leadership and subordinates' unethical behavior. The goal of this research was to look at the causes of pro-group unethical behavior (PUB). To explore if workplace exclusion has an impact on the link between transformational leadership and PUB, and if moral identity has a moderating role in this relationship. We collected 218 valid questionnaires from Chinese and 250 questionnaires from Korean companies. The present findings suggest that transformational leadership and workplace exclusion can positively influence unethical pro-group behavior for both Chinese and Korean samples. However, the moderating role of moral identity was statistically significant only in Chinese sample.

The Impact of Negative Workplace Gossip on Employees' Organizational Self-Esteem in a Differential Atmosphere.

The level of organizational self-esteem of employees, whether on the production line or as managers or directors of enterprises, does not only correlate with individual performance but has also become a key factor in determining the completion of team core tasks. Based on the theory of self-consistency, this study explores the correlation between negative workplace gossip and employees’ organizational self-esteem by revealing the intermediary role of workplace exclusion and poor-order atmosphere. A survey of 228 employees from enterprises in Shandong and Shanghai showed that negative workplace gossip exerted a significant negative impact on employees’ organizational self-esteem, suggesting that negative workplace gossip reduces employees’ organizational self-esteem in the context of Chinese organizations. In addition, workplace exclusion exerted a complete intermediary effect between negative workplace gossip and employees’ organizational self-esteem, and poor-order atmosphere perception played a partial intermediary role. This study uncovers the black box that negative workplace gossip affects employees’ organizational self-esteem and has a strong enlightening significance for management practice.

Being Out of the Loop: Workplace Deviance as a Mediator of the Impact of Impression Management on Workplace Exclusion

This study investigates the extending negative effects of impression management (IM) on organizational outcomes in the nursing context. Specifically, this study aims to understand the impact of IM on workplace exclusion through workplace deviance. The data came from 277 head nurses (nurses in leadership positions) in elderly care homes in Belgium. Structured paper-and-pencil questionnaires were administered on site in the respondents’ workplaces. In the findings of the current research, IM is positively related to workplace exclusion and the relationship is mediated by workplace deviance. Although, initially, IM is performed by the actors as a natural behavior to maintain their image, at some point, the actors can become fatigued with maintaining their image. Under ego depletion theory, the exhausted IM actors will be highly experienced in deviance or bad performance. Furthermore, consistent with social information processing theory and a correlation study between employees’ poor performance and workplace exclusion, the IM actors who fail to deliver good performance or behavior following their like-based rewards may be subject to social exclusion in their workplace.

Perpetrated Incivility: Individual vs Contextual Antecedents – A Reflective Viewpoint

The goals of the current study are twofold. Its first goal was to provide further insight into the primary antecedents of instigated workplace incivility. The current study shows whether context or personality explains better perpetration incivility. Its second goal was to construct and validate a new reflective measurement scale for measuring incivility based on the target's emotional experience rather than on the uncivil act's frequency. Data were analyzed using Partial Least Squares Structural Equation Modeling, which distinguishes between formative and reflective measurement scales and evaluates those, relying on robust measurement theory. Results indicated that both moral disengagement and the contextual variables could predict incivility perpetration. Yet it was found that contextual antecedents predicted instigated incivility better. Additionally, a new reflective scale – the Reflective Workplace Incivility Scale (RWIS) for measuring perceived incivility, was constructed and validated. The first contribution of the current article is integrating contextual and individual drivers into one model, contributing to understanding the precursors of instigated incivility. Such an integrative viewpoint in incivility research is overlooked, although its importance to a comprehensive understanding of incivility. The second contribution is related to the measurement of experienced workplace incivility. Studies thus far, have relied mostly on formative measures to capture the different aspects of incivility. Although these measures facilitated empirical research on workplace incivility, they were centred on the frequency of the uncivil incidents and less on the individual experience, which is the essence of the construct. All in all, incivility research from different viewpoints allows us to mitigate workplace exclusion and enhance inclusion in workplaces.

The impact of workplace exclusion on the humanitarian response to the refugee crisis in Lebanon.

A contemporary issue of major concern is the millions of people fleeing homelands owing to political and socioeconomic challenges and seeking assistance elsewhere throughout the world. An effective response to this crisis includes support models that meet the various needs of refugee populations. In the complex system of humanitarian action, aid workers, among a multiplicity of actors, are the most important assets. This study utilised an inclusion-exclusion theoretical lens to examine the impact of their workplace experiences on activities in the context of the refugee crisis in Lebanon. In-depth interviews were held with 36 humanitarian practitioners, representing five international organisations that are involved in refugee aid programmes in the country. The study led to a new understanding of the link between inclusion and exclusion and the effectiveness of the humanitarian response to emergencies. In addition, it yielded new insights into apprehension about the national-international divide and its consequences for humanitarian assistance.

Equal Risks: Workplace Discrimination, Toxic Exposure, and the Environmental Politics of Reproduction, 1976–91

Abstract This article describes a period when environmental organizations actively worked to achieve equal rights for women in the 1970s and 1980s. Using archival records from the Environmental Defense Fund and from women’s occupational health activists, I argue that a significant, if under-recognized, catalyst for environmentalists’ engagement with feminist politics was the emergence of workplace exclusion policies. Pushed to hire women by newly enforced sex discrimination statutes in the 1970s, industrial employers categorically excluded women from jobs with hazardous toxic substances. Environmentalists joined a coalition of labor and women’s rights advocates that together challenged exclusion policies in the courts and regulatory agencies. The coalition devised a litigation strategy that they hoped would raise environmental standards and end sex discrimination, issues that they saw as intrinsically related. They forwarded an equal protection approach to environmental hazards as part of a broader campaign to expand how regulators assessed toxic risks. They sought gender-neutral protection, and they challenged the gender biases in scientific research priorities and regulatory standards. Their litigation culminated in the US Supreme Court’s decision in United Automobile Workers v. Johnson Controls (1991), which prohibited sex-based exclusion policies. In the realms of women’s employment law and abortion rights, the case was a success. It was not, however, a milestone for environmental protection. It failed to achieve key coalition objectives since it did not raise environmental standards or require companies to remediate toxic workplaces. Ultimately, the ruling preserved equal risks in toxic jobs rather than asserting equal rights to environmental protection.

There is No Bad Religion. There are Only Bad People

Religious diversity has become an important issue for organizations. Religious diversity brings many challenges for managers and HR policymakers. Organizations cannot overrule the chances of religious harassment. Pakistani organizations are highly diverse, with a workforce of various religious backgrounds. The objective of this study was to find out the role of hatred as an antecedent and perceived workplace exclusion as an outcome for religious harassment among employees of public and private sector organizations. Con- firmatory factor analysis was performed for validation of factor structure. Convenience sampling, a non-random sampling technique, was used for data collection, and the size of the sample was determined by G*Power (Hair et al., 2014). Using the SEM method, we tested our model's hypothesis with three hundred and ninety-eight employees. Results have shown expected associations between study constructs, such that hatred was found significantly correlated with religious harassment, and religious harassment was significantly correlated to workplace exclusion. In comparison, religious harassment mediated the relationship between hatred and workplace exclusion. Organizations need to address the issue by fabricating a religiously diverse culture with suitable policies and training. By proposing that the negative emotion landscape can trigger a range of socially undesirable outcomes, we tried to highlight the research that may benefit employers, and findings extend to understand context-specific concepts of perceived workplace exclusion. Religious harassment negatively influences employees and the workplace climate. It has severe repercussions for the repute of organizations.

Being Ostracized Versus Out of the Loop: Redundant or Unique Predictors of Variance in Workplace Outcomes?

Based on the existing research, being excluded from information (i.e., being out of the loop) produces similar consequences as being ignored or excluded from activities. Consequently, one might wonder whether it is necessary to measure or study different types of exclusion in the workplace context, rather than just assessing a single type of exclusion. The current research investigated the associations between two types of workplace exclusion (i.e., being ostracized and being left out of the loop) and various workplace outcomes, with the purpose of determining whether these different types of exclusion predict unique or redundant variance in these workplace outcomes. In Study 1, we obtained better model fit when we assigned items measuring out-of-the-loop experiences at work to a different factor than items assessing experiences with ostracism at work. In Study 2, we observed that measuring employees' experiences with being out of the loop predicted unique variance in workplace outcomes (e.g., job satisfaction), above and beyond experiences with ostracism at work. Relative weight analyses suggested that both ostracism and out-of-the-loop experiences were equally important predictors of these outcomes. Together, these studies indicate that being ostracized and being left out of the loop may be distinct exclusion experiences and better predictions about workplace outcomes can be made by assessing both types of exclusion. On a practical level, measuring different types of exclusion may prove useful, because organizations may need to implement different interventions for addressing distinct types of exclusion.