The development and validation of the Workplace Ostracism Scale.

Abstract

This article outlines the development of a 10-item measure of workplace ostracism. Using 6 samples (including multisource and multiwave data), the authors developed a reliable scale with a unidimensional factor structure that replicated across 4 separate samples. The scale possessed both convergent and discriminant validity, and criterion-related validity was demonstrated through the scale's relation with basic needs, well-being, job attitudes, job performance, and withdrawal. Overall, the present study suggests that the Workplace Ostracism Scale is a reliable and valid measure and that the workplace ostracism construct has important implications for both individuals and organizations.

Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective.

“…Workplace ostracism conveys implicit information to the ostracized target that he or she has done something unacceptable and symbolizes social death in the organization (Ferris et al, 2008). It deprives the targeted employee of a sense of meaningful existence by reminding him or her of the fragility of life and by implying that he or she is unworthy of attention (Ferris et al, 2008;Williams, 2007).…”

“…In line with this conceptualization, organizational identity serves to fulfill the belongingness need (Wiesenfeld, Raghuram, & Garud, 2001). Workplace ostracism, as a harsh and unpleasant organizational experience, threatens the target employee's sense of belonging because ostracism is often perceived as a punishment (Ferris et al, 2008;Williams, 2007).…”

“…Workplace ostracism as a type of interpersonal mistreatment has been found to bring negative consequences on employees' attitudes toward work, such as lower job satisfaction, higher turnover intention (e.g., Ferris et al, 2008), and reduced personal well-being, such as emotional exhaustion and psychological distress (Ferris et al, 2008;Wu, Yim, Kwan, & Zhang, 2012). Because of the negative attitudinal impact, workplace ostracism can be detrimental to organizational effectiveness, as ostracized employees may reduce their engagement in citizenship behavior that can benefit others individually or the organization collectively (e.g., Ferris, Lian, Brown, & Morrison, 2015).…”

“…Workplace ostracism, defined as "the extent to which an individual perceives that he or she is ignored or excluded by others" in the workplace (Ferris, Brown, Berry, & Lian, 2008, p. 1348, is prevalent in organizations (Williams, 2007). Workplace ostracism as a type of interpersonal mistreatment has been found to bring negative consequences on employees' attitudes toward work, such as lower job satisfaction, higher turnover intention (e.g., Ferris et al, 2008), and reduced personal well-being, such as emotional exhaustion and psychological distress (Ferris et al, 2008;Wu, Yim, Kwan, & Zhang, 2012).…”

Investigation of the mediator effect of organizatıonal justice in the relationship between psychological contracting violations and organizational externality on job satisfaction

“…Dışlanma kavramı sosyal psikoloji alanında öncesinde çok kez araştırılmış olsa da iş ortamındaki dışlanma son dönemde araştırılmış bir olgu olarak karşımıza çıkmaktadır (Ferris et al, 2008;Robinson et al 2013;Kouchaki and Wareham, 2014). Dışlanma kişilerarasında ilişkiler kurma ve sürdürmenin önünde önemli bir engel olduğu için hem çalışan ve organizasyon için çift taraflı önemli etkileri olabilir.…”