Left out of the office “tribe”: the influence of workplace ostracism on employee work engagement

Haldorai, Kavitha; Kim, Woo Gon; Phetvaroon, Kullada; Li, Jun

doi:10.1108/ijchm-04-2020-0285

Cited by 67 publications

(56 citation statements)

References 56 publications

(80 reference statements)

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“…Workplace ostracism (WO) is considered a pervasive workplace phenomenon, which is a serious and widespread concern for today's organizations ( Hsieh and Karatepe, 2019 ; Liu et al., 2013 ). Indeed, ostracism has a consistently negative influence on the behaviors and feelings of employees, where employees engage in many self-defeating behaviors ( Haldorai et al., 2020 ). WO refers to “the extent to which an individual perceives that he or she is ignored or excluded by others” ( Ferris et al., 2008 , p. 1348).…”

Section: Introductionmentioning

confidence: 99%

The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in higher education institutions

Karim

Majid

Omar

et al. 2021

Heliyon

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The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in Higher Education Institutions, HELIYON, https://doi.org/10.1016/ j.heliyon.2021.e07280. This is a PDF file of an article that has undergone enhancements after acceptance, such as the addition of a cover page and metadata, and formatting for readability, but it is not yet the definitive version of record. This version will undergo additional copyediting, typesetting and review before it is published in its final form, but we are providing this version to give early visibility of the article. Please note that, during the production process, errors may be discovered which could affect the content, and all legal disclaimers that apply to the journal pertain.

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Section: Introductionmentioning

confidence: 99%

The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in higher education institutions

Karim

Majid

Omar

et al. 2021

Heliyon

View full text Add to dashboard Cite

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“…Workplace ostracism "the individual's feeling that they are ignored by other employees at workplace" is one of the most prevalent issues of contemporary work setting (Haldorai, Kim, Phetvaroon, & Li, 2020). Ostracism can be divided into two types: 1) Physical Ostracism 2) Social Ostracism and theoretically these two types have different understanding to implement.…”

Section: Introductionmentioning

confidence: 99%

As Study on Workplace Ostracism on Work Productive Behavior of Employees With Mediating Effect of Emotional Intelligence

Zahid

Rehman

Rafiq

et al. 2021

RAMSS

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Ostracism in the workplace has emerged as the burning issue for organizations, that grabbed the attention of researchers, practitioners and academicians to help corporate world. Thus, every organization is wandering the result-oriented solution to this issue to get employees satisfied and motivated. The research used ostracism as an independent, emotionally intelligence is mediator and counterproductive work behavior, aggressive behavior and workplace deviance as dependent variables. The research is significant for organizations, practitioners, and theory and policy makers. Quantitative research approach is used in this research. A Likert scale close ended questionnaire is used to collect respondents, response. Data is collected from the banking sector. The study has incorporated 300 respondents to collect data. The simple random sampling technique is used for research purpose. Results show that a statistically significant impact exists in the magnitude of counterproductive work behaviors (CWBs) and ostracism, aggressive behavior and ostracism and ostracism and workplace deviance.

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“…Due to their position, the supervisors' behavior is important and the employees consider the organizations responsible for the supervisors' negative treatment. Hence, workplace stressors create negative employees' feelings and work behaviors (Haldorai et al, 2020).…”

Section: Punitive Supervision and Employee Time Theftmentioning

confidence: 99%

Unraveling the complex nexus of punitive supervision and deviant work behaviors: findings and implications from hospitality employees in Pakistan

Sarwar

Muhammad

Σιγάλα

2021

IJCHM

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Purpose The study adopts the conservation of resources (COR) theory for providing a better theoretical understanding of punitive supervision as an antecedent of employees’ minor deviant behaviors (namely, employee time theft and knowledge hiding) via creating cognitive mechanisms (employees’ perceived incivility). The purpose of this paper is to examine the moderating role of employees’ RESILIENCY on employees’ ability to buffer the impacts of punitive supervision. Design/methodology/approach Data was gathered from 265 frontline hospitality employees in Pakistan. A survey was administered in person to establish trust and rapport with employees and so, collect reliable data. Findings The findings confirmed a direct and mediated impact of punitive supervision on employee minor deviant behaviors via creating perceived incivility. The moderating role of employees’ resiliency was also confirmed, as the employees’ resiliency helped them mitigate the impact of punitive supervision on perceived incivility. Research limitations/implications Data was collected from employees’ perceptions working in one industry and cultural setting. As employees’ perceptions (influenced by their cultural background) significantly affect their interpretations and reactions to punitive behavior, future research should validate and refine the findings by collecting data from a wider and diversified cultural and industry setting. Practical implications The findings provide theoretical explanatory power of the drivers and the contextual factors leading to minor employee deviant behaviors. The findings guide managers on how to develop pro-active and re-active strategies for deterring the occurrence and eliminating the consequences of punitive supervision. Originality/value This study contributes to the literature in multiple ways. It identifies and validates punitive supervision as an antecedent of Deviant Work Behavior (DWB). It provides a theoretical underpinning for explaining how punitive supervision spurs cognitive mechanisms, which in turn drive DWB. It also studies the nexus between destructive supervision and its outcomes in its entirety by studying the mediated and the moderating impacts of punitive supervision and perceived incivility, respectively.

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Left out of the office “tribe”: the influence of workplace ostracism on employee work engagement

Cited by 67 publications

References 56 publications

The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in higher education institutions

The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in higher education institutions

As Study on Workplace Ostracism on Work Productive Behavior of Employees With Mediating Effect of Emotional Intelligence

Unraveling the complex nexus of punitive supervision and deviant work behaviors: findings and implications from hospitality employees in Pakistan

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