Workplace Ostracism Research Articles

Do workplace practices really matter? Role of ostracism and dehumanization at the workplace and psychological well-being of employees

PurposeThis study aims to explore the dynamics of workplace ostracism and dehumanization behavior and its impact on employees’ psychological contract violation, their revenge intention and psychological well-being.Design/methodology/approachThe study has collected data from 329 IT sector employees working in the northern part of India using standard measures for various constructs utilized in the study. For the purpose of testing the proposed hypothesis, partial least square structural equation modeling is used.FindingsThe results show that all the hypotheses were supported, meaning employees experiencing ostracism and dehumanization at the workplace feel stressed and anxious and develop feelings of revenge, leading them to experience irrational feelings.Practical implicationsIn the presence of workplace dehumanization and workplace ostracism, employees may experience stress, anxiety and depression. Managers must ensure a psychologically safe environment because if individuals experience ostracism or dehumanization at the workplace, they are going to affect their well-being through revenge intention behavior. Hence, it is important that managers should provide adequate resources to the employees so that they can feel psychologically safe in the workplace and hence can enhance psychological well-being.Originality/valueThis study is unique in terms of its contribution to the existing literature by understanding the nuances of workplace ostracism and dehumanization on employee’s well-being. The study also contributes to highlighting the advantages of using tools to establish psychological safety.

Explaining the relationship between person–organization fit and entrepreneurial intention through workplace ostracism and loneliness

Purpose The entrepreneurial intention of employees refers to the motive of those who work in a company to resign and start their businesses instead of continuing to be wage earners. It is one of the under-studied aspects of entrepreneurship research. Accordingly, this research paper aimed to find out whether perceived person–organization fit was related to the entrepreneurial intentions of employees and whether perceived workplace ostracism and loneliness mediated this process. Design/methodology/approach A cross-sectional study was conducted to achieve the purpose. The data were collected through a questionnaire technique from a total of 572 employees. Participants were from 20 different provinces of Turkey and 27 different sectors. Hypotheses were tested through the structural equation modeling technique. Findings Findings indicated that a lack of perceived person–organization fit resulted in entrepreneurial intention. Workplace ostracism resulted in workplace loneliness. Workplace ostracism and loneliness significantly mediated the relationship between perceived person–organization fit and entrepreneurial intention. Originality/value To the best of authors’ knowledge, this study was the first to establish and test the relationships between person–organization fit, entrepreneurial intention, workplace ostracism and loneliness. In this regard, findings can benefit researchers and practitioners in better figuring out why some employees leave their companies to start their businesses while others do not.

Taking the edge of ostracism – a slow death: from socio-legal perspective

PurposeFirst, with real-life examples and current research, this study aims to demonstrate the existence of various forms of ostracism (linguistic, gender, social and workplace). Second, following the “need-threat model,” this research addresses the previously unaddressed topic of coping with, reducing, mitigating or curbing workplace ostracism. Moreover, the researchers also proposed a “multiplying effect model” of ostracism.Design/methodology/approachData was gathered from 199 service sector employees. The NVivo software is used for the thematic analysis of qualitative data(suggestions) gathered using open ended question on how to mitigate/reduce/curb ostracism.FindingsThe results generated were the suggestive measures, which were further categorized under three major themes: individual, society and organizational. The measures to reduce, mitigate and stop the practices of workplace ostracism can be initiated on all these three levels.Originality/valueThis is the only study that addresses the subject of decreasing, alleviating or eliminating workplace ostracism and explains the compounding effect of ostracism by suggesting a multiplying effect model. The study will pique the interest of the government and legislators to propose legal measures to prevent ostracism and achieve sustainable development goals (gender equality and reduced inequalities. The study’s practical, social, theoretical and managerial utility are discussed in the implications section.

Work ethics and its relationship with workplace ostracism and counterproductive work behaviours among nurses: a structural equation model

BackgroundThe organization’s work ethics is the cornerstone to promoting positive nurses’ behaviours and overcoming counterproductive ones.PurposeThe current study aims to explore the relationship between work ethics (WEs) and counterproductive work behaviours (CWB) among nurses and testify to the mediating role of workplace ostracism (WO) in this relationship.MethodsA descriptive correlational study was conducted in an Egyptian hospital. A convenient sample of staff nurses (N = 369) who agreed to participate in the study answered work ethics, counterproductive work behaviours, and workplace ostracism questionnaires, which were proven to be valid and reliable study measures. Descriptive and inferential statistics were applied, and relationships were presented using structural equation modelling.Ethical ConsiderationsEthics Committee approval, written informed consent, data privacy and confidentiality, and participants’ rights to voluntary participation and withdrawal were maintained.ResultsThe majority of nurses (78.5%) perceived a high level of work ethics while majority of nurses reporting low levels of counterproductive work behaviours and workplace ostracism (82.25%, 75.75%), respectively. In addition to the negative correlations, the findings revealed that WEs have a significant negative influence on each of CWB (β − 0.482, p < 0.005) and WO (β − 0.044, p < 0.005). The regression analysis showed that WEs can negatively predict about 15% of the variance in each of CWB and WO. On the other hand, WO has a positive effect on CWB (β 0.035, p < 0.021) and mediates the relationship between WEs and CWB.DiscussionOstracism negatively affects the attitudes of nurses, which in turn results in negative behavioural outcomes (i.e., deviant behaviour).ConclusionIt is imperative for the hospital and nurse managers to establish a work environment that fosters support and cultivate work ethics and ethical work climate with the aim of managing negative work behaviours, enhancing nurses’ retention and satisfaction, and eventually improving the quality of patient care.

Paradox mindset as an equalizer: A moderated mediated perspective on workplace ostracism.

Incorporating the conservation of resources theory as a comprehensive framework, this study investigates a cohesive conceptual model analyzing the impact of workplace ostracism on employees' innovative work behavior (IWB). The investigation further delves into the mediating influence of perceived control and the moderating roles of paradox mindset and support for innovation. Data collection employed a survey approach involving three-time lags through questionnaires administered to 513 employees within Pakistan's public sector organizations. The hypothesized relationships were evaluated using conditional process modeling. Our research sheds light on how perceived control mitigates the negative impact of ostracism. The paradox mindset is identified as a key moderator influencing cognitive resources and navigating ostracism. Support for innovation enhances the link between perceived control and innovative work behavior. In addition, limitations, future research directions, and implications of our findings for fostering creative workplaces are also discussed.

Workplace Ostracism and Emotional Exhaustion Among Private and Public Sector Female Bank Employees

Background: Workplace ostracism is a prevalent issue in organizational environments, impacting employees' mental health and job performance. Previous studies have established a link between workplace ostracism and emotional exhaustion, particularly in gender-influenced contexts. This study aims to explore this relationship among female bank employees in the private and public sectors, considering various demographic variables. Objective: The primary objective of this study was to investigate the relationship between workplace ostracism and emotional exhaustion among female bank employees. It also sought to examine how demographic factors such as age, education, marital status, employment sector, and job experience correlate with these variables. Methods: A cross-sectional and correlational design was adopted. The study sample comprised 180 female bank employees from Islamabad and Rawalpindi, aged 25-64 years with at least one year of work experience. Purposive sampling was utilized to select participants from both private and public sectors. The Workplace Ostracism Scale and the Emotional Exhaustion Scale of the Maslach Burnout Inventory were employed for data collection. Descriptive statistics, correlation analysis, and t-tests were conducted using SPSS software. Results: The findings revealed a significant positive correlation between workplace ostracism and emotional exhaustion (r = .62, p &lt; .01). Public sector employees reported higher emotional exhaustion (M = 23.73, SD = 17.45) compared to private sector employees (M = 17.58, SD = 12.77). Graduates reported higher levels of both workplace ostracism (M = 25.63, SD = 15.14) and emotional exhaustion (M = 22.20, SD = 16.49) than undergraduates. Married participants experienced more workplace ostracism and emotional exhaustion than unmarried ones. Conclusion: The study confirms a positive relationship between workplace ostracism and emotional exhaustion among female bank employees, influenced by educational level, marital status, and employment sector. The findings highlight the need for tailored organizational strategies to address these issues, particularly in the public banking sector.

Does workplace ostracism lead to workplace withdrawal? Testing the moderating-mediating effects of rumination and mindfulness in Indian hospitality industry

PurposeTaking the support of social capital theory and conservation of resource theory, the present study explores the mediating role of rumination and moderating role of mindfulness in the relationship of workplace ostracism (WO) and workplace withdrawal (WW).Design/methodology/approachThe data were collected in two waves from 467 employees working in hotels located in Delhi NCR region of India. The hypothesised relationships were investigated by macro-PROCESS (Hayes, 2013).FindingsThe results found a mediating impact of rumination on WO and WW relationship. It further supported the moderating effect of mindfulness in weakening the association between WO and WW via rumination.Practical implicationsThis study identified mindfulness as an essential mechanism by which WO may be regulated to control employee's tendency to ruminate. Rumination may initially be prevented in organisations by regulating the primary effect of WO on employees' decisions for WW.Originality/valueBy linking the research model with the social capital theory, the study has contributed to the existing body of knowledge. The study is the first of its kind in India to examine the impact of hypothesised associations on the hotel industry. The findings of the study would help the industry in understanding the role of mindfulness in reducing aberrant behaviours at workplace.

Self-Reliance in the Workplace: The Curvilinear Effect of Workplace Ostracism on Subjective Career Success

Workplace ostracism, which is defined as the extent to which an individual perceives that he or she is ignored or excluded by others, has become a pervasive phenomenon. Most scholars found that workplace ostracism has a negative linear effect on the employees’ work outcomes. However, based on the transactional theory of stress and coping, individuals could evaluate pressure and take action to solve the problems. Thus, they could positively cope with workplace ostracism when they are in trouble. This study investigates the curvilinear relationship between workplace ostracism, psychological empowerment, and the employees’ career success using a multi-wave design (257 respondents from three-time points). We found the curvilinear effect of workplace ostracism on subjective career success via psychological empowerment. The current investigation supports the theorized links and offers notable implications for personnel assessment and career development.

Unveiling workplace dynamics: exploring the interplay of diversity, inclusion, workplace ostracism, and deviant behaviour

Unveiling workplace dynamics: exploring the interplay of diversity, inclusion, workplace ostracism, and deviant behaviour

Workplace ostracism on employee creativity: the moderating role of knowledge sharing behaviour in insurance companies

Workplace ostracism on employee creativity: the moderating role of knowledge sharing behaviour in insurance companies

Workplace ostracism on employee creativity: the moderating role of knowledge sharing behaviour in insurance companies

Workplace ostracism on employee creativity: the moderating role of knowledge sharing behaviour in insurance companies

Impact of Workplace Ostracism on Knowledge Hoarding in Hotel Employees: an Affective Events Theory Approach

Impact of Workplace Ostracism on Knowledge Hoarding in Hotel Employees: an Affective Events Theory Approach

Retrospections of the Workplace Ostracism Research: Foundations, Identifying Trends, and Future Directions

Retrospections of the Workplace Ostracism Research: Foundations, Identifying Trends, and Future Directions

Impact of Workplace Ostracism on Employee’s Performance: Moderating Effect of Perceived Organizational Support

Impact of Workplace Ostracism on Employee’s Performance: Moderating Effect of Perceived Organizational Support

The Effect of Ostracism Workplace on Deviant Behavior with Emotional Exhaustion and Organizational Based Self Esteem as a Mediation Variable

This study aims to analyze the effect of workplace ostracism on deviant behavior with emotional exhaustion and organizational based self-esteem as mediating variables. This research was conducted on all employees of PT Berjaya Pet Sumatra Padang. Sampling was carried out using the census method by distributing questionnaires. Data analysis was performed using path analysis which was processed using PLS software. Based on the results of hypothesis testing, it was found that workplace ostracism had a positive effect on deviant behavior. Emotional exhaustion has a positive effect on deviant behavior. In addition, the research results also found that organizational based self-esteem also had a negative effect on deviant behavior. If it is observed from the mediation effect test, it is found that emotional exhaustion and organizational based self-esteem are able to mediate the relationship between workplace ostracism and deviant behavior in employees of PT Berjaya PT Sumatra Padang.

Competent subordinates and Managers’ perception: A Threat or an Asset - An Empirical Evidence from the Higher Education Sector of Pakistan

Workforce, by becoming more acquainted and versed in recent times proposes a predicament for managers who have years of experience at their hand. Managers who had been part of an organization for handsome numbers of years, expect to have a steadfast position, but get insecure in presence of competent and proficient subordinates, hence the dilemma has its toll on both workforce and organization. The germination of hostile behavior in response to insecurity, considered as workplace ostracism is a contaminant for the physical and mental well-being of the victim and thus has adverse outcomes in the form of emotional exhaustion.&#x0D; This paper aimed at studying the impact of managers’ feeling of insecurity on emotional exhaustion of employee, through mediating effect of managers’ perception of competent subordinates and subordinates’ feeling of ostracism. In fact an effort was made to examine the complexities of competent workforce behavior and response of managers towards their competent subordinates. In current experiential research, hypotheses were developed and a structured questionnaire, comprising part A (for HODs and Professors) &amp; part B (for all other faculty members), was used to conduct research survey, adopting convenient sampling technique. A sample of 180 respondents was chosen for statistical analysis of the data. The data were treated using statistical tools including Cronbach’s Alpha, Chi square, Regression analysis, CFA and Process Hayes, with help of software SPSS version 23. Findings of the study support all hypotheses have been accepted and manager’s feeling of insecurity does translate into behavior that is conceived ostracism by the subordinate. Managers’ insecurity is also a potential cause for ostracism and emotional exhaustion. When managers are insecure, they perceive the competent subordinates as challengers, rather than colleagues. The study is considered quite useful for the management of higher education sector / public sector Universities. It is equally beneficial for the researchers and academicians and other public and private educational institutions.

근로기준법상 직장 내 따돌림의 개념과 예방 교육의 실효적 의미

The revision of the Labor Standards Act in 2019 legalized behavioral requirements and measures to ban workplace bullying, however in particular, the law has not effectively alleviated the phenomenon of workplace ostracism. Furthermore, academia and the media tend not to observe disharmony among members separately instead of focusing on abuse or unfair instructions by managers, called Gapjil. This paper reviews the concept of ostracism included in workplace bullying under the revised Labor Standards Act in 2019 and contributes to the preparation of measures applicable to actual workplaces by analyzing characteristics distinct from general abuse. To this end, I first consider domestic and international studies on the causes and attributes of workplace ostracism, introduce the research content discussed before the revised Labor Standards Act in 2019, and explain the nature of bullying in the workplace in light of the relevant regulations. As an alternative, this research considers the physical and mental integrity of workers as protective legal interests and emphasizes preventive education that alleviates the discriminatory factors prevalent in the workplace rather than post-processing that incompletely restores the damaged state.

How supervisor ostracism affects employee turnover intention: the roles of employee cynicism and job embeddedness

PurposeThis study aims to examine the direct influence of supervisor ostracism on employee turnover intention and the mediating roles of employee cynicism and job embeddedness.Design/methodology/approachSurveys were conducted to collect data in 3 waves, and 211 samples were finally obtained. The hypothesised relationships were tested using hierarchical multiple regression analyses and ProClin bootstrapping.FindingsThe results suggested that supervisor ostracism was positively related to employee turnover intention and that employee cynicism and job embeddedness played mediating roles. The analysis further confirmed that employee cynicism and job embeddedness played serial, double-mediating roles between supervisor ostracism and employee turnover intention.Practical implicationsThis study helps understand the influence of supervisor ostracism on employee turnover intention, mitigating undesirable consequences that lead to employee turnover intention.Originality/valueThis study refines the knowledge on workplace ostracism, explores the impact of supervisor ostracism on employee turnover intention from different perspectives and reveals the relationship between them. It integrated cultural factors in a Chinese context, providing a further reference for local management practices.

Office islands: exploring the uncharted waters of workplace loneliness, social media addiction, and the fear of missing out

AbstractWith adults feeling more isolated and socially disconnected than ever, the association between loneliness and other pathological behaviors has garnered increased attention. Although significant progress has been made in elucidating how loneliness exacerbates maladaptive behaviors like social media addiction (SMA) and the fear of missing out (FoMO), the mechanisms underpinning these relationships, especially in the workplace context, remain elusive. To bridge this knowledge gap, our study incorporates a sample of 381 Taiwanese employees to explore two key areas. First, we investigate the mediating role of workplace ostracism in the relationship between workplace loneliness and both SMA and FoMO. Secondly, we examine the potential moderating role of resilience in the direct and indirect correlations between workplace loneliness and both SMA and FoMO. Our mediation analysis reveals that workplace ostracism operates as a partial mediator in the relationship between workplace loneliness and both SMA and FoMO. Contrary to our expectations given the risk-buffering model, we discovered a positive moderating effect of resilience between (1) workplace loneliness and ostracism, (2) workplace ostracism with both SMA and FoMO, and (3) workplace loneliness with SMA, but not with FoMO. Collectively, these insights can guide the development of more targeted interventions and strategies to mitigate loneliness and related challenges in professional settings.

Investigation of the Concept in the Workplace Ostracism by Bibliometric Mapping Method

İşyerinde dışlanma kavramı, bir bireyin özellikle de iş arkadaşları ve yöneticileri tarafından görmezden gelinmesi ya da dışlanması olarak ifade edilmektedir. İşyerinden dışlanmanın hem bireysel hem de örgtüsel bazı sonuçları vardır. Bu çalışmanın amacı, işyerinde dışlanma kavramının bibliyometrik haritalama yöntemiyle ortaya konulması ve gelecekteki çalışmalara ışık tutmasıdır. Çalışma kapsamında Web of Science veritabanında arama yapılmış ve Rstudio programı kullanılarak analizler ve görselleştirmeler gerçekleştirilmiştir. Sonuç olarak isyerinde dışlanma konusu iş tatmini, işten ayrılma niyeti, çalışan performansı, örgütsel bağlılık gibi bazı kavramlarla yakın ilişkili çıkmıştır. Ayrıca kavramla alakalı 228 adet çalışmaya ulaşılmış, 2022 yılında en çok çalışma, Frontiers in Psychology dergisinde en çok çalışma yapılmış ve kavramla alakalı anahtar kelime olarak öne çıkan kelimeler iş, performans ve sosyal dışlanma olduğu sonuçları bulunmuştur.