An Approach–Avoidance Framework of Workplace Aggression

Ferris, Lance; Yan, Ming; Lim, Vivien K. G.; Chen, Yuanyi; Fatimah, Shereen

doi:10.5465/amj.2014.0221

Cited by 117 publications

(77 citation statements)

References 93 publications

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“…Finally, our findings highlight the importance of mistreatment severity in the observer sensemaking process. Although meta-analytic evidence suggests that both less and more severe types of mistreatment may have similar effects on targets (e.g., Bowling & Beehr, 2006; see Ferris et al, 2016 for an alternative argument), our results show that the positive effect of perspective-taking on observers' reactions toward both the target and the instigator is stronger when the mistreatment is more severe. These results may suggest that perspectivetaking of certain types of mistreatment may require more effortful processing.…”

Section: Theoretical Implicationscontrasting

confidence: 77%

Observer reactions to workplace mistreatment: It’s a matter of perspective.

Reich¹,

Hershcovis²,

Lyubykh³

et al. 2021

Journal of Occupational Health Psychology

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for helpful comments on earlier drafts of this paper.We also thank symposia organizers and attendees at the 2018 Academy of Management Annual Meeting, Chicago, IL for their comments on an earlier version of this paper. The authors gratefully acknowledge the financial support of the Social Sciences and Humanities Research Council of Canada. We have no known conflict of interest to disclose. Authorship after the second author is alphabetical.

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Section: Theoretical Implicationscontrasting

confidence: 77%

Observer reactions to workplace mistreatment: It’s a matter of perspective.

Reich¹,

Hershcovis²,

Lyubykh³

et al. 2021

Journal of Occupational Health Psychology

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show abstract

“…Finally, we encourage future researchers to test other mediators of the relationships between workplace ostracism and its outcomes such as emotions (e.g., anger, anxiety), as these variables may help to explain the mediating mechanism between workplace ostracism and its outcomes (Ferris et al, 2016).…”

Section: Future Research Directionsmentioning

confidence: 99%

Consequences of Workplace Ostracism: A Meta-Analytic Review

Xiao-feng

Kwan

2021

Front. Psychol.

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Workplace ostracism, which is regarded as “social death,” is rampant in organizations and has attracted significant research attention. We extend the understanding of workplace ostracism by conducting a meta-analysis of studies of the relationships between workplace ostracism and its consequences. We also explore the moderating effects of national culture (i.e., collectivism vs. individualism) and the mediating effects of organization-based self-esteem (OBSE). The results of a meta-analysis of 95 independent samples (N = 26,767) reveal that exposure to workplace ostracism is significantly related to individuals’ attitudes, well-beings, and behaviors. Moreover, the effects of workplace ostracism on belongingness, job satisfaction, emotional exhaustion, organizational citizenship behavior (OCB) toward individuals (OCBI), organizational deviance, and interpersonal deviance are stronger in individualist contexts than in collectivist contexts. However, the relationships between workplace ostracism and organizational identification and OCB are stronger in collectivist contexts than in individualist contexts. Our meta-analytical structural equation modeling also provides evidence of the mediating effects of OBSE on the relationships between workplace ostracism and organizational commitment, job satisfaction, and job performance. The implications and limitations of our study and future research directions are also discussed.

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“…Ostracism refers to employees' perceived interpersonal deviance from their leaders and can be seen as intentional or unintentional ostracism, open or discreet neglect, rejection, and exclusion in the workplace [22,23]. Different sources of exclusion have different impacts on employee attitudes and work behaviors [24].…”

Section: Employee's Leadership Potential and Leadership Ostracism Behaviormentioning

confidence: 99%

How Employee’s Leadership Potential Leads to Leadership Ostracism Behavior: The Mediating Role of Envy, and the Moderating Role of Political Skills

Xue

Wang

et al. 2020

IJERPH

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Recently, research on the leadership potential of employees has gradually attracted the attention of scholars. However, further exploration is required to better understand the upward influence of employee’s leadership potential on their leaders. This study examined the mechanisms behind the impact of employee’s leadership potential on leadership ostracism behavior. Moreover, the mediating role of leader’s envy and the moderating role of employee’s political skills in the relationship between employee’s leadership potential and leadership ostracism behavior were investigated. The results of an empirical analysis of 221 employee–leader pairs, studied over multiple periods, are as follows: employee’s leadership potential had a significant positive impact on leader’s envy and leadership ostracism behavior; leader’s envy had a significant positive impact on leadership ostracism behavior; and leader’s envy mediated the relationship between leadership potential and leadership ostracism behavior. In addition, employee’s political skills negatively moderated the indirect effect of leadership potential on leadership ostracism behavior through leader’s envy. The leadership potential of employees with more political skills appeared to have less influence on organizational ostracism via leader’s envy. This study explored the “dark-side” of employee’s leadership potential by understanding its impact on their leaders; the findings have theoretical and practical significance for companies.

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An Approach–Avoidance Framework of Workplace Aggression

Cited by 117 publications

References 93 publications

Observer reactions to workplace mistreatment: It’s a matter of perspective.

Observer reactions to workplace mistreatment: It’s a matter of perspective.

Consequences of Workplace Ostracism: A Meta-Analytic Review

How Employee’s Leadership Potential Leads to Leadership Ostracism Behavior: The Mediating Role of Envy, and the Moderating Role of Political Skills

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