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1 – 10 of 836
Article
Publication date: 26 April 2024

Noémie Brison, Tiphaine Huyghebaert-Zouaghi and Gaëtane Caesens

This research aims to investigate the mediating role of organizational dehumanization in the relationships between supervisor/coworker ostracism and employee outcomes (i.e.…

Abstract

Purpose

This research aims to investigate the mediating role of organizational dehumanization in the relationships between supervisor/coworker ostracism and employee outcomes (i.e., increased physical strains, decreased work engagement, increased turnover intentions). Moreover, this research explores the moderating role of supervisor’s organizational embodiment and coworkers’ organizational embodiment in these indirect relationships.

Design/methodology/approach

A cross-sectional study (N = 625) surveying employees from various organizations while using online questionnaires was conducted.

Findings

Results highlighted that, when considered together, both supervisor ostracism and coworker ostracism are positively related to organizational dehumanization, which, in turn, detrimentally influences employees’ well-being (increased physical strains), attitudes (decreased work engagement) and behaviors (increased turnover intentions). Results further indicated that the indirect effects of supervisor ostracism on outcomes via organizational dehumanization were stronger when the supervisor was perceived as highly representative of the organization. However, the interactive effect between coworker ostracism and coworkers’ organizational embodiment on organizational dehumanization was not significant.

Originality/value

This research adds to theory by highlighting how and when supervisor and coworker ostracism relate to undesirable consequences for both employees and organizations. On top of simultaneously considering two sources of workplace ostracism (supervisor/coworkers), this research adds to extant literature by examining one underlying mechanism (i.e., organizational dehumanization) explaining their deleterious influence on outcomes. It further examines the circumstances (i.e., high organizational embodiment) in which victims of supervisor/coworker ostracism particularly rely on this experience to form organizational dehumanization perceptions.

Details

Baltic Journal of Management, vol. 19 no. 2
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 5 December 2023

Chun Cheng

This study aims to examine the direct influence of supervisor ostracism on employee turnover intention and the mediating roles of employee cynicism and job embeddedness.

Abstract

Purpose

This study aims to examine the direct influence of supervisor ostracism on employee turnover intention and the mediating roles of employee cynicism and job embeddedness.

Design/methodology/approach

Surveys were conducted to collect data in 3 waves, and 211 samples were finally obtained. The hypothesised relationships were tested using hierarchical multiple regression analyses and ProClin bootstrapping.

Findings

The results suggested that supervisor ostracism was positively related to employee turnover intention and that employee cynicism and job embeddedness played mediating roles. The analysis further confirmed that employee cynicism and job embeddedness played serial, double-mediating roles between supervisor ostracism and employee turnover intention.

Practical implications

This study helps understand the influence of supervisor ostracism on employee turnover intention, mitigating undesirable consequences that lead to employee turnover intention.

Originality/value

This study refines the knowledge on workplace ostracism, explores the impact of supervisor ostracism on employee turnover intention from different perspectives and reveals the relationship between them. It integrated cultural factors in a Chinese context, providing a further reference for local management practices.

Details

Journal of Managerial Psychology, vol. 39 no. 1
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 30 March 2021

Sadia Jahanzeb, Dave Bouckenooghe and Rabia Mushtaq

Anchored in a social control theory framework, this study aims to investigate the mediating effect of defensive silence in the relationship between employees' perception of…

Abstract

Purpose

Anchored in a social control theory framework, this study aims to investigate the mediating effect of defensive silence in the relationship between employees' perception of supervisor ostracism and their creative performance, as well as the buffering role of proactivity in this process.

Design/methodology/approach

The hypotheses were tested using three-wave survey data collected from employees in North American organizations.

Findings

The authors found that an important reason for supervisor ostracism adversely affecting employee creativity is their observance of defensive silence. This mechanism, in turn, is less prominent among employees who show agency and change-oriented behavior (i.e. proactivity).

Practical implications

For practitioners, this study identifies defensive silence as a key mechanism through which supervisor ostracism hinders employee creativity. Further, this process is less likely to escalate when their proactivity makes them less vulnerable to experience such social exclusion.

Originality/value

This study establishes a more complete understanding of the connection between supervisor ostracism and employee creativity, with particular attention to mediating mechanism of defensive silence and the moderating role of proactivity in this relationship.

Details

Leadership & Organization Development Journal, vol. 42 no. 5
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 15 February 2018

Chien-Chih Kuo, Chih-Ying Wu and Chia-Wu Lin

The purpose of this paper is to explore the role of supervisor gossip in the workplace. This paper proposes a hypothetical model in which supervisor gossip has an effect on…

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Abstract

Purpose

The purpose of this paper is to explore the role of supervisor gossip in the workplace. This paper proposes a hypothetical model in which supervisor gossip has an effect on leader-member exchange (LMX), in turn resulting in perceived supervisor ostracism among subordinates.

Design/methodology/approach

A dyadic research design was applied to collect data from Taiwanese employees. Supervisors participated in a survey containing measures of supervisor gossip and control variables, whereas subordinates responded to a questionnaire on LMX, perceived supervisor ostracism, and control variables.

Findings

The results indicated that positive supervisor gossip significantly affected LMX. Furthermore, healthy LMX reduced subordinates’ perceptions of supervisor ostracism.

Research limitations/implications

All participants were recruited in Taiwan, which is a limitation for generalising the research findings. Future studies should investigate multiple societies of various cultural profiles.

Practical implications

To improve the quality of the supervisor-subordinate relationship, supervisors should adopt a positive informal communication style, and organisations should provide supervisors with information regarding the implications of workplace gossip, illustrating the substantial benefits of positive gossip and the potential drawbacks of negative gossip.

Originality/value

The present study highlighted the role of supervisor workplace gossip in the field of leadership and empirically investigated the impact of supervisor gossip on subordinates’ reactions.

Details

Journal of Managerial Psychology, vol. 33 no. 1
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 5 December 2023

Sobia Nasir, Nadia Nasir, Shabnam Khan, Waqas Khan and Server Sevil Akyürek

The study aims to describe the impact of supervisor’s and co-worker’s ostracism on the employee's responses (emotional, psychological and behavioral) through the mediation of…

325

Abstract

Purpose

The study aims to describe the impact of supervisor’s and co-worker’s ostracism on the employee's responses (emotional, psychological and behavioral) through the mediation of employees' efficacy needs and relational needs. Moreover, psychological capital is treated as a moderator to handle the adverse responses of ostracized employees.

Design/methodology/approach

The study employed a three-wave quantitative research design to gather data from employees and their respective supervisors who belonged to various healthcare units (N = 510) using self-administered close-ended questionnaires. After that, SmartPLS software was used to analyze the data through a structured equation modeling (SEM) technique.

Findings

The empirical results of the study endorsed that ostracism adversely (negatively) affects employees' responses (comprised of emotional, behavioral and psychological). Moreover, the results revealed that employees' needs (efficacy and relational) mediate the relationship between ostracism experienced by employees (supervisor’ and co-workers’ ostracism) and their emotional, behavioral and psychological responses. In addition, it is also evidenced that employees' psychological capital improves the negative association between employees' needs and responses.

Originality/value

The literature in this domain is scarce, and the theoretical stance is weak due to the traditional approaches that are more concerned with the outcomes rather than analyzing the employee's conditional what they are going through. The present study enhances the knowledge of the transactional mode of coping and its application to ostracism in the workplace. The results of the current study may also support the practitioners in formulating interventions to foster a favorable workplace environment.

Details

Journal of Organizational Change Management, vol. 37 no. 3
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 20 March 2017

Hongdan Zhao and Qing Xia

The purpose of this paper is to explore the curvilinear relationship between workplace ostracism (supervisor ostracism and co-worker ostracism) and knowledge hoarding by using the…

1976

Abstract

Purpose

The purpose of this paper is to explore the curvilinear relationship between workplace ostracism (supervisor ostracism and co-worker ostracism) and knowledge hoarding by using the conservation of resources theory. In addition, the paper predicts one possible situational context (political skill) that may influence employees’ reaction to ostracism.

Design/methodology/approach

Using a two-wave research design, the authors collected data from 240 samples in a Chinese diversified company. Hierarchical regression models were used to test the hypotheses.

Findings

The authors found that the relationship between workplace ostracism (supervisor ostracism and co-worker ostracism) and knowledge hoarding was U-shaped. Moreover, political skill moderated the linkage between workplace ostracism and knowledge hoarding such that the U-shaped association was stronger for people higher, rather than lower, in political skill.

Originality/value

By exploring a curvilinear relationship between ostracism and knowledge hoarding, the study enriches the knowledge hoarding literature by adding a substantive predictor of knowledge hoarding. The findings can also extend the workplace ostracism literature by providing a new conceptual analysis of interpreting the inconsistent findings involving the influence of workplace ostracism. Moreover, identifying political skill as a moderator can gain a better understanding of when and why an ostracized employee’s knowledge hoarding behavior can be less likely.

Article
Publication date: 1 June 2020

Muhammad Waheed Akhtar, Fauzia Syed, Muzhar Javed and Mudassir Husnain

This study, based on the moderated-mediation model, investigates the indirect effect of facades of conformity in the relationship between supervisor ostracism and unethical work…

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Abstract

Purpose

This study, based on the moderated-mediation model, investigates the indirect effect of facades of conformity in the relationship between supervisor ostracism and unethical work behaviour. Furthermore, this study tested the moderating role of perceived organizational obstruction in the aforementioned relationship through facades of conformity.

Design/methodology/approach

Employing a multi-wave and two-source data from employees and peers (n = 264) of the services sector in Pakistan, the authors tested the proposed framework using Hayes and Preacher moderated-mediation technique.

Findings

The findings reflect that supervisor ostracism encourages unethical behaviour at the workplace. Further, results revealed that facades of conformity mediated this direct relationship. Moreover, the authors found that perceived organizational obstruction moderated the relationship between supervisor ostracism and facades of conformity. Results also confirm that perceived organizational obstruction moderates the mediated relationship.

Research limitations/implications

The paper concludes with a discussion, managerial implications, limitations and directions for future research.

Originality/value

This study added value in the literature of supervisor ostracism, facades of conformity, unethical work behaviour and perceived organizational obstruction.

Details

Leadership & Organization Development Journal, vol. 41 no. 5
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 4 March 2022

Chien-Chih Kuo and Chih-Ying Wu

This study established and examined a moderated mediation model connecting workplace ostracism with job performance. Drawing from the viewpoint of self-esteem threat, the model…

1125

Abstract

Purpose

This study established and examined a moderated mediation model connecting workplace ostracism with job performance. Drawing from the viewpoint of self-esteem threat, the model posits that the effect of workplace ostracism on job performance is mediated by levels of organization-based self-esteem, while the relationship between workplace ostracism and organization-based self-esteem is moderated by performance goal orientation.

Design/methodology/approach

Multisource data were collected from 160 employees and their immediate supervisors in Taiwan.

Findings

As predicted in the research model, workplace ostracism was found to decrease organization-based self-esteem and, therefore, hinder employees' job performance. Performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem.

Practical implications

To eliminate the negative impact of workplace ostracism, supervisors can help ostracized employees to self-regulate by aligning their performance goal orientation to reduce the perception of self-esteem threat.

Originality/value

This study provides evidence of boundary conditions for the relationship between workplace ostracism and job performance and explores the impact of self-regulation on ostracized employees' organization-based self-esteem and subsequent job performance.

Details

Career Development International, vol. 27 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 21 December 2021

Tehreem Fatima, Ahmad Raza Bilal, Muhammad Kashif Imran, Arslan Ayub and Hira Arshad

The purpose of this study is to uncover how peer ostracism (POS) elicits knowledge hiding directed towards ostracizing peers through the intervening role of peer contact quality…

Abstract

Purpose

The purpose of this study is to uncover how peer ostracism (POS) elicits knowledge hiding directed towards ostracizing peers through the intervening role of peer contact quality (PCQ). Moreover, the authors aim to highlight the role of the need to belong (NTB) as a first-order boundary condition in direct and indirect hypothesized paths.

Design/methodology/approach

The research opted for a three-wave time-lagged survey design. The data were obtained from the 234 teaching and non-teaching employees working in Higher Educational Sector in Pakistan through random sampling. Mediation and moderated mediation analysis was done by using PROCESS Models 4 and 7.

Findings

The results embraced the mediation, moderation and moderated mediation hypotheses. It was noted that POS creates negative exchange relationships. As a result, the ostracized employees withhold knowledge from the predating peer. NTB served as a buffering agent between POS and PCQ, as well as, in the indirect POS, PCQ and peer-directed knowledge hiding relationship.

Practical implications

This research serves as a guideline for management and faculty of Higher Educational Institutions for minimization of POS to promote effective collegial contact quality and curb knowledge hiding.

Originality/value

Although the research in workplace ostracism and knowledge hiding is not new, yet how this association emerges from the viewpoint of peers is not known. This study has added to the literature by answering who is more likely to reciprocate ostracism from peers by having poor quality contact and directing knowledge hiding towards the predator. By this, the authors have added to the limited stream of moderated mediation mechanisms underlying ostracism and knowledge hiding behaviour. In addition, the authors have drawn attention to the importance of peer relationships in higher educational settings.

Details

VINE Journal of Information and Knowledge Management Systems, vol. 54 no. 1
Type: Research Article
ISSN: 2059-5891

Keywords

Open Access
Article
Publication date: 18 September 2023

Sheikh Sajid Mohammad and Nazir A. Nazir

This review analyzes data from research articles published from 2010 to 2022 related to workplace ostracism which include theoretical or empirical practical implications. The…

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Abstract

Purpose

This 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/approach

In 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.

Findings

Eleven 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/value

While 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.

Details

Business Analyst Journal, vol. 44 no. 1
Type: Research Article
ISSN: 0973-211X

Keywords

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