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

Abstract

Purpose

This 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/approach

The 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.

Findings

The 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 implications

In 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/value

This 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.

Citation

Srivastava, S. and Dhir, S. (2024), "Do workplace practices really matter? Role of ostracism and dehumanization at the workplace and psychological well-being of employees", International Journal of Organizational Analysis, Vol. 32 No. 8, pp. 1574-1593. https://doi.org/10.1108/IJOA-05-2023-3764