Workplace Ostracism Research Articles

Workplace ostracism and service-oriented behaviour: employees' workload and emotional energy

PurposeUsing conservation of resources (CoR) theory, this study investigates the role of emotional energy as a mediating mechanism in the relationship between workplace ostracism and employees' service-oriented behaviour, as well as the moderating result of workload on the relationship between emotional energy and service-oriented behaviour.Design/methodology/approachThe opinions of 554 customer-contact employees working in Bangladesh are collected via convenience sampling. Partial least squares structural equation modelling is performed to test the model.FindingsWorkplace ostracism and emotional energy are negatively related. Emotional energy is positively associated with service-oriented behaviour and mediates the link between ostracism and service-oriented behaviour. Workload significantly and negatively moderates the association between emotional energy and service-oriented behaviour.Practical implicationsHoteliers need to improve employees' emotional energy, distribute workload appropriately and fairly and implement effective strategies to minimise workplace ostracism.Originality/valueThe findings contribute to the CoR theory by explaining the mediating role of emotional energy and moderating role of workload in the Bangladeshi hospitality industry.

Modelling Workplace Ostracism among Workforces amid Pandemic Outbreaks

Amid pandemic outbreaks, many jobs that were once thought to be safe are now considered potentially harmful since the virus can be easily spread from one person to another. Albeit vaccination program, the fear of infections at the workplace is still alarming as getting vaccinated is a voluntary act and the virus keeps evolving from time to time. As everyone must keep their working life at risk since social distancing and wearing face masks are no longer being forcefully practiced, people are taking safety precautions into their own hands, leading to changes in ostracized behavior in the workplace. Following the Theory of Protection Motivation, this paper made attempts to conceptually model workplace ostracism to understand why some workforces are changing their behavior towards ostracism during a pandemic outbreak. Towards the end, the findings from this study are expected to contribute towards achieving mentally stable workforces and sustainable human resources.

The Relationship Between Workplace Ostracism and Organizational Dehumanization: The Role of Need to Belong and its Outcomes.

This research investigates whether experiencing workplace ostracism is positively related to employees' perceptions of organizational dehumanization, and examines one underlying mechanism of this relationship (i.e., thwarted need to belong), as well as its consequences for both employees and organizations. First, a cross-sectional study (N = 256) highlighted that workplace ostracism positively relates to organizational dehumanization which, in turn, is related to employees' well-being (i.e., increased depression), attitudes (i.e., decreased job satisfaction) and behaviors toward the organization (i.e., increased turnover intentions, decreased loyalty behaviors toward the organization). Second, an experimental study manipulating workplace ostracism using vignettes (N = 199) showed that workplace ostracism has a positive impact on organizational dehumanization, which subsequently relates to employees' decreased job satisfaction, increased turnover intentions, and decreased loyalty behaviors. Finally, a third cross-sectional study (N = 423) revealed that employees' thwarted need to belong mediates the relationship between workplace ostracism and organizational dehumanization, which is ultimately associated with employees' increased depression, decreased job satisfaction, increased turnover intentions, and decreased loyalty behaviors. Theoretical contributions, directions for future research and practical implications are discussed.

Workplace ostracism in healthcare: Association with job satisfaction, stress, and perceived health.

To examine (1) the association between healthcare workers' workplace ostracism and job satisfaction, stress and perceived health, and (2) whether this relationship is mediated by loneliness and self-esteem. A cross-sectional study. Healthcare (N = 569) managers and employees (nurses, practical nurses, doctors and social workers) in Finland responded to a semi-structured survey in January 2021 and evaluated their experiences of workplace ostracism, job satisfaction, stress, perceived health, loneliness and self-esteem during the last year. To examine the association of these variables, linear regression and mediator model tests were performed. Workplace ostracism had a clear direct association with job satisfaction, stress and perceived health. Loneliness fully mediated the relationship between workplace ostracism, stress and perceived health, and partly mediated the association between workplace ostracism and job satisfaction. Self-esteem partly mediated the association between workplace ostracism, stress, job satisfaction and perceived health. The experience of workplace ostracism in organizations is a significant factor in job satisfaction, stress and perceived health. Healthcare organizations could strengthen job satisfaction and increase workers' well-being by strengthening social relationships in the organization and, via that, reducing turnover intention. This study gives understanding and information to the healthcare profession on how workplace ostracism affects work well-being and workplace relationships. Workplace ostracism decreases interaction, which can also endanger patient care if information is not openly exchanged. This study indicated that workplace ostracism weakened job satisfaction more than loneliness. More commonality and consideration for others at work are needed because these factors may help increase work well-being and decrease exits from working life. Further research is needed on why workplace ostracism occurs in healthcare workplaces. STROBE. No patient or public contribution.

The impact of leaders’ affiliative humor and aggressive humor on the workplace ostracism: a serial mediation model

ABSTRACT This study investigated the impact of leader humor on workplace ostracism, with leader-member exchange (LMX) and supervisor ostracism employed as mediators. Data from 517 full-time hotel employees indicated that both leader affiliative humor and leader aggressive humor did not directly affect workplace ostracism. Leader affiliative humor improved workplace ostracism first through LMX and then supervisor ostracism. Leader aggressive humor exacerbates workplace ostracism indirectly through supervisor ostracism. Leader aggressive humor exerted a higher effect on workplace ostracism than did leader affiliative humor. Drawing on job demands-resources model and social exchange theory, this study is the first to provide a framework investigating leader humor, LMX, supervisor ostracism, and workplace ostracism.

Relation between Nurses' Workplace Ostracism and their Organizational Commitment

Relation between Nurses' Workplace Ostracism and their Organizational Commitment

Efficiency of Acceptance and Commitment Based Nursing Intervention on Work place Ostracism, Organizational Silence and Psychological Distress among Nurses

Efficiency of Acceptance and Commitment Based Nursing Intervention on Work place Ostracism, Organizational Silence and Psychological Distress among Nurses

Effects of Workplace Ostracism on Pro-Job Unethical Behavior: The Role of Moral Disengagement, Interpersonal Sensitivity and Self-Serving Political Will.

Drawing on social cognition theory, this study aims to investigate the impact of workplace ostracism on pro-job unethical behavior by studying the mediating function of moral disengagement and the moderating function of interpersonal sensitivity and self-serving political will. Data were congregated from 527 Chinese employees. A positive effect of workplace ostracism on pro-job unethical behavior was found, which was partially mediated by moral disengagement. In addition, interpersonal sensitivity strengthened the connection between workplace ostracism and moral disengagement, and self-serving political will strengthened the connection between moral disengagement and pro-job unethical behavior. Both theoretical and practical value are discussed in the study.

Moderating role of intrinsic motivation in managing the consequences of workplace ostracism

Diseño/metodología/enfoqueLos datos empíricos se recogieron de 256 empleados de la industria hotelera de ciudades metropolitanas de Uttar Pradesh, India, y para la comprobación de hipótesis se empleó SmartPLS.ObjetivoEste estudio analiza los efectos indirectos del ostracismo laboral en el rendimiento del servicio y en el comportamiento de procrastinación de los empleados a través de la inseguridad laboral y la intención de sabotaje. Asimismo, examina el efecto moderador de la motivación intrínseca entre el ostracismo y la inseguridad laboral y el ostracismo y la intención de sabotaje.ConclusionesBasándose en la teoría de la conservación de los recursos (COR), los resultados revelan que la inseguridad laboral media en cierta medida el vínculo relativo al ostracismo y el rendimiento en el servicio, mientras que tanto la inseguridad laboral como la intención de sabotaje median parcialmente los vínculos afirmativos entre el ostracismo laboral y el comportamiento procrastinador. Adicionalmente, el estudio también confirma que la motivación intrínseca modera la relación positiva entre el ostracismo y la inseguridad laboral y la intención de sabotaje.Implicaciones prácticasPara hacer frente a los comportamientos laborales negativos en el lugar de trabajo debidos al ostracismo, los establecimientos hosteleros pueden incorporar una evaluación basada en la puntuación interpersonal, reconocer y apreciar a los empleados intrínsecamente motivados para desarrollar un entorno laboral positivo. Además, el departamento de Aprendizaje y Desarrollo (L&D) del sector turístico y hotelero puede introducir el concepto de “Aprendizaje de compañero/as” y el de “Compañero/a inteligente” para desarrollar una cultura de aprecio y aceptación de los compañero/as en lugar de intimidarlos.Originalidad/valorEste estudio investiga por primera vez en la literatura del turismo y la hostelería el efecto mediador de la inseguridad laboral y la intención de sabotaje en la asociación entre el ostracismo y el rendimiento del servicio, y el ostracismo y el comportamiento de procrastinación en el lugar de trabajo. Además, se trata de un estudio único que investiga el efecto moderador de la motivación intrínseca en la relación entre el ostracismo, la inseguridad laboral y las intenciones de sabotaje de los empleados.

Workplace Ostracism and Instigated Workplace Incivility: A Moderated Mediation Model of Narcissism and Negative Emotions

Workplace Ostracism and Instigated Workplace Incivility: A Moderated Mediation Model of Narcissism and Negative Emotions

Workplace dynamics and individual outcomes: Role of workplace ostracism in shaping inner resignation

This study aims to examine the influence of workplace ostracism on horizontal workplace violence, occupational self-efficacy, and inner resignation in the faculty members working in higher education institutions of Pakistan. In this study, a survey was held for native Urdu speakers. The back-to-back method was used for the translation of the questionnaire. The translated questionnaire was pilot tested with a small group to ensure clarity. The total of 321 responses were collected by using self-administered questionnaires and online platform. The SPSS and Smart PLS4 software were utilized for hypothesis testing. The results of the study show that respondents have low workplace ostracism, horizontal workplace violence, and inner resignation, whereas they exhibit high occupational self-efficacy. The results also indicate that workplace ostracism has the strong and positive relation with horizontal workplace violence while negative relation with occupational self-efficacy. The findings of the study show that interrelationship between workplace ostracism and inner resignation is not an isolated one but is significantly influenced by horizontal workplace violence and occupational self-efficacy.

Practical implications of workplace ostracism: a systematic literature review

PurposeThis review analyzes data from research articles published from 2010 to 2022 related to workplace ostracism which include theoretical or empirical practical implications. The primary motive of this review is to identify main themes of practical implications relevant to workplace ostracism.Design/methodology/approachIn total, 86 research articles published in 56 journals were retrieved from six well-known management science databases, namely, Science Direct, Emerald Online, Springer Link, Taylor and Francis, Wiley and Sage. The affinity diagram was utilized to organize the practical implications of the studies into meaningful themes. Moreover, in order to prioritize the main themes, the Pareto diagram was utilized.FindingsEleven themes have been used to categorize the practical implications of the reviewed articles, demonstrating various human resource (HR) interventions for avoiding or limiting the feelings of ostracism at work. Specifically, they focus on training and development, culture, formal and informal meetings, interpersonal relationships, task interdependence, monitoring, trust and transparency, proper channel, job autonomy and individual characteristics.Originality/valueWhile many systematic and traditional literature reviews have been undertaken in an attempt to thoroughly organize extant literature on various aspects of workplace ostracism, no study has addressed the main themes of practical implications vis-à-vis employees experiencing workplace ostracism. Moreover, the majority of them are apparently out of date (prior to 2019), and there is just one study undertaken up to 2020.

When I see your pain: effects of observing workplace ostracism on turnover intention and task performance

PurposeThe perseverative cognition framework suggests that observing ostracism has negative implications for observers due to affective rumination and that a proactive personality might make observers more vulnerable to this effect.Design/methodology/approachData from 49 team leaders and 218 team members were obtained through a three-wave survey in China. Path analysis was used to examine the theoretical model.FindingsThe results indicate that observing ostracism increased turnover intention and reduced task performance and that these relationships were mediated by affective rumination. Furthermore, these effects were stronger for observers with high proactive personality.Research limitations/implicationsWorkplace ostracism harms employees; however, its effects on observers remain underexplored. This paper extends research on the effects of ostracism by revealing that ostracism is not only harmful to the well-being of its victims but also adversely affects the work-related attitudes and behaviors of observers, especially those with proactive personality.Practical implicationsOrganizations should be aware of the harmful effects of workplace ostracism on observers, and take actions to inhibit workplace ostracism as well as reduce the negatives impacts.Originality/valueThe results reveal the cognitive mechanism of affective rumination, in which observing workplace ostracism affects observers' behaviors and attitudes, highlighting the importance of observing effect of workplace ostracism.

Workplace ostracism: A process model for coping and typologies for handling ostracism

Workplace ostracism has become today's harsh reality. Research concerning ostracism has proliferated in the past two decades. But, not much attention is paid to the process of coping with workplace ostracism. As a result, several aspects of this interpersonal mistreatment remained overlooked. For instance, how employees form perceptions of ostracism, how they cope with it over time, and what factors explain variations in their perceptions, experiences, and coping strategies are not much explored. To address these gaps, we present a “Process Model” grounded on relational/stress theories, namely, sociometer and COR theory, to explicate employees' journey of coping with ostracism. Additionally, our model illustrates personal/organizational factors influencing stages of the coping process. Further, we present the first-ever two-by-two typologies of employees' coping strategies and organizational/HR strategies for tackling workplace ostracism demarcated along two dimensions. Finally, we discuss theoretical/practical implications and future research directions.

The mediating influence of perceived workplace ostracism on the relationship between interpersonal distrust and knowledge hiding and the moderating role of person-organization unfit

Experiencing ostracism at work is traumatic, adversely impacting employees' mental health, attitudes, and behaviors. Although the effects of workplace ostracism have captured academic interest, holistic models identifying its antecedents' determinants and ramifications are scarce. This research conducts a holistic investigation of perceived workplace ostracism by evaluating how interpersonal distrust influences it and the knock-on effect on knowledge hiding. Moreover, it investigates the moderating role of person-organization unfit in the proposed perceived workplace ostracism–knowledge hiding relationship. Data gathered from 242 employees in the United Arab Emirates was analyzed via partial least squares structural equation modeling (PLS-SEM). The findings reveal that interpersonal distrust positively affects perceived workplace ostracism, which in turn drives knowledge hiding. Additionally, person-organization unfit moderates perceived workplace ostracism's influence on knowledge hiding, with high unfit exacerbating the effect. We discuss our findings' practical and theoretical implications and suggest future avenues for research.

Correction to: Unethical pro-supervisor behavior and employees’ family satisfaction: the roles of workplace ostracism and work–home segmentation preference

Correction to: Unethical pro-supervisor behavior and employees’ family satisfaction: the roles of workplace ostracism and work–home segmentation preference

Perceived overqualification leads to being ostracized: the mediating role of psychological entitlement and moderating role of task interdependence

PurposeThe purpose of this study was to test the mediating effect of psychological entitlement in the relationship between perceived overqualification (POQ) and workplace ostracism. In addition, the authors posited that POQ would interact with task interdependence to influence psychological entitlement and indirectly affect workplace ostracism.Design/methodology/approachUsing data collected in three waves from 450 workers in a state-owned enterprise, the authors tested the proposed moderated mediation model.FindingsPOQ increased workplace ostracism through the mediation of psychological entitlement. Moreover, task interdependence buffered the positive effect of POQ on psychological entitlement.Practical implicationsWhen recruiting, managers should be careful about hiring employees who are too above the job requirements to lessen employees' POQ and lower its negative impact. In addition, they could reduce the feeling of being ostracized for overqualified employees through increasing task interdependence.Originality/valueExisting research on antecedents of workplace ostracism had mainly focused on the ostracizers, while largely ignoring the victims. Moreover, of the few studies on the victims of ostracism, most focused on inherent employee characteristics or external environmental factors, while little research attention has been given to employees' subjective perceptions. The present study is among the first to examine whether employees' POQ and individuals' self-perception that their skills, knowledge and abilities exceed the job requirements would lead to being ostracized and if so, how and when.

Work from home and workplace ostracism, beyond the COVID-19 pandemic: moderating effect of perceived organizational support

PurposeThis study investigates whether prolonged durations of work from home (WFH) leads to workplace ostracism (WO), and whether such relationship is moderated by perceived organizational support (POS). The context of this research is based on the post-COVID-19 pandemic period, when most organizations have either recalled their employees back to their physical workplaces, or in other cases employees are relegated to continued WFH or to a hybrid model that combines both in-office and remote work. The importance of this study is the spotlight it brings to employees who feel ostracized from their workplace due the continued practice of WFH.Design/methodology/approachA conceptual model is developed, by leveraging the conservation of resources (COR) theory. The hypotheses are tested by using cross-sectional survey data collected from 240 employees working in various organizations in the Sultanate of Oman from both public and private sectors. The data are analyzed using R Core Team software.FindingsThe findings of the study reveal that WFH does not have any direct impact on WO. However, when POS is applied as moderator, the results indicate that at low levels of POS, the relationship between WFH and WO becomes significant, but not at moderate to high levels of POS.Research limitations/implicationsThis study provides insights into how the phenomenon of WFH is likely to influence perceptions of employees in terms of feeling excluded from the organization by being asked to continue to work remotely, while many of their colleagues have returned to their prepandemic workplaces. The implications of the findings are relevant to the growing literature on employee experiences in the realm of emerging work models being introduced by organizations. Among the limitations of this study is the fact that there may be missing mediators that link WFH with WO, and the possibility that such a study if replicated in other cultural contexts may yield different results.Practical implicationsThis study presents evidence to managers on leveraging the power of organizational support to ensure that negative emotions among employees such as WO are mitigated.Originality/valueThis appears to be among the first studies that attempts to provide insights into employee perceptions about WO in the postpandemic period, especially with regards to the emerging work arrangements that are primarily based on WFH that are being widely adopted by many organizations around the world. The results of this study provide useful information about how WFH and POS come together to influence emotions of individuals who have been longing to get back to their normal workplace once the social distancing guidelines of the pandemic were lifted.

Workplace Ostracism Effects on Employees' Negative Health Outcomes: Focusing on the Mediating Role of Envy.

Employee health is crucial to organizational success. However, workplace ostracism (WO) has significant negative effects on employee health. Numerous researchers have extensively examined how WO influences employees' negative health (job stress, burnout); however, the focus on mediating effects in the relationship between WO and health has been lacking. This study examined the cognitive evaluation response to WO by employees who perceive they have been ostracized because another employee envies them. The psychological defense mechanism is expected to be activated-thus triggering job stress and burnout. We investigated envy perceived by individuals as a mediator of WO, job stress, and burnout using data from a 2-wave longitudinal survey of 403 employees of a South Korean firm. We found that employees perceived WO. Specifically, based on the sensitivity to being the target of a threatening upward comparison theory, it was confirmed that envy was a mediator in the relationship between WO and negative health outcomes. Our results are the first to show that the perception of envy can mediate the maintenance of a positive self-image in the context of WO in South Korea. The results suggest that a greater awareness of and focus on envy, and WO is required.

Mindfulness and workplace ostracism in the post-pandemic work from home arrangement: moderating the effect of perceived organizational support

PurposeSweeping changes are underway in the world of work where new work-models such as permanent work-from home mandates are being implemented by many organizations in the aftermath of the COVID-19 pandemic. Although cost benefits for organizations are obvious from such measures, little is known about how emotions of employees are affected by such measures. A recent industry survey reveals that some employees feel that they are being ostracized from their normal workplace while others are being allowed to return to their normal office settings. However, there appears to be dearth of empirical studies on how employees are coping with workplace ostracism (WO), and whether such emotions are related to factors such as their levels of mindfulness and perceived organizational support (POS). Therefore, this study deploys the stress and coping theory to suggest that individuals with high levels of mindfulness are less likely to experience WO, and that such a relationship is further moderated by POS.Design/methodology/approachThe hypotheses developed in this study are tested through survey data collected from 240 employees who work for various large organizations in Oman. Eligible respondents are employees who have been directed by their employers to continue to work from home even after a large portion of their colleagues have returned to their physical offices.FindingsThe data is analyzed with R Core Team software. The findings reveal that employees with high levels of mindfulness reported lower levels of WO. Furthermore, POS moderates the inverse relationship between mindfulness and WO at moderate and high levels of POS but not when organizational support is perceived to be at low levels.Research limitations/implicationsThis study suffers from several limitations. First, the study is cross-sectional in nature and does not capture how the perceptions of workplace ostracism change over time. Considering that majority of the new directives to employees to permanently work from their remote locations are quite recent. Second, this study posits the effect of mindfulness as a trait on WO and does not consider other constructs. Third, the demographic details of the respondents indicates that bulk of the employees that were asked by their employers to continue to work from home even after the COVID-19 restrictions were lifted were women (68%).Practical implicationsPractically, the relationships between mindfulness, perceived organizational support and workplace ostracism provide useful managerial knowledge. This is particularly important considering the fact that the influence on employee perceptions due to these new work models are yet to be fully realized. As a result, managers can fine-tune their organizational communication and their training programs toward developing awareness of the present among employees to enable them to appraise new organizational policies from a more holistic long-term perspective. Additionally, the management can also emphasize sufficient material and psychological support for employees that are required to remain working from home.Originality/valueThis study appears to be among the first empirical research that provides evidence on the inverse relationship between mindfulness and WO, especially in the context of the new work-models in the post pandemic period. Additionally, the study demonstrates that moderate to high levels of POS can further mitigate WO among individuals with higher levels of mindfulness.