Retaliation against whistleblowers is a well-recognized problem, yet there is little explanation for why uninvolved peers choose to retaliate through ostracism. We conduct two experiments in which participants take the role of a peer third-party observer of theft and subsequent whistleblowing. We manipulate injunctive norms and descriptive norms. Both experiments support the core of our theoretical model, based on social intuitionist theory, such that moral judgments of the acts of wrongdoing and whistleblowing influence the perceived likeability of each actor (...) and ultimately influence intention to ostracize each actor and indicate more willingness to ostracize the whistleblower than the wrongdoer. When we vary norms for the wrongdoing in Experiment 1, we find that descriptive and injunctive norms indirectly influence intentions to ostracize both the wrongdoer and whistleblower. These relationships are serially mediated by the observers’ moral judgments of the act and likeability of the actor. When we vary norms for whistleblowing in Experiment 2, the injunctive norm manipulation affected moral judgment of the action of whistleblowing, and we do not observe any other significant effects of the norm manipulations on moral judgments of the actions of wrongdoing or whistleblowing. (shrink)

This article identifies an ostracism joke in Menander's Samia (364–6) during a climactic scene in which the Athenian Demeas ejects the titular Chrysis from his house. The joke, uttered by a cook who is reacting to Chrysis’ expulsion, plays on the usage of ὄστρακα—broken pieces of pottery—as ballots in the institution of ostracism. The article proposes that the joke references the final abolition of ostracism during Demetrius of Phalerum's reign and reveals Menander's support for the regime.

Prior research on workplace ostracism and helping behavior has yielded mixed results. This study integrates social learning theory and social role theory by constructing a multilevel model to examine the relationship between supervisor ostracism and helping behavior that focuses on the mediating role of coworker ostracism and the moderating role of subordinate gender. Using a two-wave, multisource approach, data were collected from 382 employees and 43 immediate team leaders in four business corporations in Guangxi Province, China. The (...) results of path analysis reveal that supervisor ostracism has a cross-level effect on helping behavior through the mediating role of coworker ostracism. Furthermore, the positive direct effect of supervisor ostracism on coworker ostracism and the negative cross-level indirect effect of supervisor ostracism on helping behavior via coworker ostracism was stronger for men than women. These findings expand and deepen our understanding of the ostracism field. (shrink)

This paper addresses the question of the role of ostracism in democratic Athens. I argue that the frequent expulsion of aristocrats by rival aristocrats in the predemocratic polis is the key to understanding the function of ostracism in the democratic polis. I show that aristocratic "politics of exile" was a fundamental political problem in the archaic polis and that democratic political power, symbolized by the institution of ostracism, was the polis' solution to the problem. In the archaic (...) polis, the expulsion of aristocrats often led to an endless cycle of exiles and returns and consequent political instability. In 508/7, the Athenian demos usurped the power over decisions of exile by banishing Isagoras and recalling Cleisthenes from exile. By taking control of decisions of exile, the Athenian demos took over political power insofar as power over decisions of exile had become synonymous with political power. The creation of the institution of ostracism, whereby the people decided collectively whether to banish a single citizen for ten years, provided not only a mechanism for the symbolic expression of democratic power, but also a means for the practical and ideological distinction between oligarchic and democratic rule. While aristocrats had banished their opponents without limit in numbers and duration of exile, the Athenian democracy decided each year whether to banish a single individual for a limited time period. In most years, the Athenian demos chose not to exercise the power of exile. Nevertheless, the annual question in the assembly served to remind aristocrats that the demos held the fundamental political power, and hence deterred aristocrats from attempting to overthrow the democracy. The limited nature of ostracism further deterred exiled aristocrats from attempting to return by force. Finally, the infrequent and moderate use of exile as a means of resolving political conflict helps to explain the extraordinary stability of the Athenian democracy. (shrink)

Leadership ostracism denotes a severe work stressor, potentially entailing more serious negative effects than other types of workplace ostracism. However, scholars have paid relatively little attention to ostracism carried out by leaders, leaving the phenomenon insufficiently accounted for in the literature. Hence, the present study aims to explore the content and typology of leadership ostracism behavior by in-depth interviews and inductive analyses based on grounded theory, in order to give a thorough presentation and description of the (...) leadership ostracism concept as perceived and construed by Chinese subordinates. Respondents were invited using a snowball sampling technique, and the final sample consisted of twenty-six individuals employed in different Chinese firms. Based on the reported experience of the interviewees, eleven concrete leadership ostracism behaviors emerged from the data. Further analyses revealed a leadership ostracism behavioral typology model reflecting five core categories, i.e. general ignoring, neglect, exclusion, differential treatment and undermining. These findings appear to partly replicate and partly expand on previous conceptualizations of workplace ostracism, indicating that leadership ostracism is a distinct variant of the phenomenon, eligible to be studied in its own right. The present study also discusses certain culture-specific aspects of leadership ostracism that can be taken into consideration in future studies. (shrink)

This chapter explores the powerful consequences of ostracism — being ignored and excluded — at the neurophysiological, emotional, cognitive and behavioral levels. Once ostracized, individuals first recoil in pain, then perceive and respond to their social environments differently, leading them to interpret and attend to particular information that may help them cope, or often, that may perpetuate their state of exclusion. We will discuss the nature and antecedents of adaptive and maladaptive reactions to ostracism. Finally, we will report (...) several experiments aimed at explicating the links between ostracism and pro-social or anti-social behavior. (shrink)

This paper aims to investigate how workplace ostracism acts as a motive behind customer service sabotage. We examine the role of stress as a meditating variable along with the moderation of perceived organizational support (POS) on the said association by using conservation of resources and equity theory. 217 nurses from hospitals of southern Punjab region in Pakistan participated in the study. Data was collected through survey and structured questionnaires. SPSS and AMOS were used to analyze data with latest techniques (...) of bootstrapping and process macros. The results showed that stress mediated between the association of workplace ostracism and service sabotage behavior. Perceived organizational support was confirmed as a moderator between this relationship. POS buffered the harmful effects of ostracism and stress on customer service, as POS demonstrates to personnel that they are cherished and respected by the organization which lessens the strength of perceived stress due to workplace ostracism. Organizational leadership should take advantage from stress-alleviating effect of POS, which is important in producing adequate levels of work-performance. (shrink)

Several features of this compact passage have puzzled scholars ever since the discovery of the Aristotelian Constitution of the Athenians a century ago. First, did the Athenian Assembly really deliberate on all these disparate matters in the chief meeting of the sixth prytany, and if so, why? Second, why did it limit complaints against sycophants to a total of six divided equally between citizens and metics? Since the answers we give to these questions are fundamental to our understanding of basic (...) Athenian institutions, they deserve careful consideration. This paper will argue that the Assembly did deliberate on these matters at the same meeting and indeed that this was natural, since they are all symbolic, as well as practical, instruments for controlling behaviour inimical to the demos' interests. It will also suggest that the limitation on probolai against citizen and metic sycophants was introduced to safeguard against the sort of abuse of the label ‘sycophant’ that took place under the regime of the Thirty, and that the measures described in Ath. Pol. 43.5 were, therefore, most likely linked together in the early years of the restored democracy. (shrink)

Athenian ostracism has long captured democratic imaginations because it seems to present clear evidence of a people (demos) routinely asserting collective power over tyrannical elites. In recent times, ostracism has been particularly alluring to militant democrats, who see the institution as an ancient precursor to modern militant democratic mechanisms such as social media bans, impeachment measures, and lustration procedures, which serve to protect democratic constitutions from anti-democratic threats. Such a way of conceptualizing ostracism ultimately stems from Aristotle’s (...) “rule of proportion,” or the removal of “outstanding” individuals in a polity who threaten to disturb the achievement of communal eudaimonia (Aris. Pol. 1284a). However, this way of interpreting the institution only presents a truncated view, one which is overly centered on the ultimate expulsion of an individual from the polity, rather than on its broader contextual telos—the transformation of the ostracized individual and of the community. To move past this simplified view, this paper considers all elements of ostracism with equal force, and argues that ostracism offered a shared opportunity and shared space for all members of the polis—citizens, non-citizens, and elite members alike—to reform the character of the subject individual and to instill and reaffirm democratic values in the community. (shrink)

This study aims to explore the mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors. A two-stage follow-up survey of 426 employees born after 1990 was conducted using the Workplace Ostracism Scale, Counterproductive Work Behaviors Scale, Trait Anger subscale of the State-Trait Anger Expression Inventory, and Turnover Intention Scale. Workplace ostracism was found to be significantly positively correlated with anger, turnover intention, and counterproductive work behaviors. Furthermore, anger and turnover (...) intention both separately and serially mediated the relationship between workplace ostracism and counterproductive work behaviors. This study confirms the chain mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors. (shrink)

Background The wide proliferation of Covid-19 has impacted billions of people all over the world. This catastrophic pandemic outbreak and ostracism at work have posed challenges for all healthcare professionals, especially for nurses, and have led to a significant increase in the workload, several physical and mental problems, and a change in behavior that is more negative and counterproductive. Therefore, leadership behaviors that are moral in nature serve as a trigger and lessen the adverse workplace effects on nurses’ conduct. (...) Aim this research is directed to explore the impact of post-COVID-19 workplace ostracism on nurses’ counterproductive behavior and examine the role of moral leadership as a mediating factor in post-COVID-19 workplace ostracism and nurses’ counterproductive behavior. Ethical consideration Ethical review and approval Was received from Ethical Committee at the Faculty of Nursing, Alexandria University, Egypt. Methods A cross-sectional and correlation study was implemented in all units of medical, surgical, critical and intensive care units by using three tools; moral leadership questionnaire, Workplace Ostracism Instrument (WOS), and Counterproductive Work Behaviors Questionnaire (CWBs). A convenient sample of 340 from 699 bedside nurses was granted. Results This study revealed that nurses’ perceived moderate mean percent (55.49 ± 3.46) of overall workplace ostracism and counterproductive behavior (74.69 ± 6.15). However, they perceived a low mean percentage of moral leadership. There was a significant positive correlation between workplace ostracism and counterproductive behavior. Otherwise, a significant negative correlation was found between moral leadership, workplace ostracism and counterproductive behavior. Also, this study proved the mediating effect of moral leadership in decreasing workplace ostracism by 79.3% and counterproductive behavior by 36.7%. Conclusion Hospital administrators need to be aware of the significance of moral leadership and apply integrity in the clinical setting to reduce the drawback of isolation on nurses' conduct and increase value for the organization as a whole and nurses in particular. (shrink)

Extant research suggests that workplace ostracism has a detrimental impact on the outcomes of employees. However, very little is known about the impact of workplace ostracism on sleep quality. Therefore, this study aimed to address this gap in the literature. By employing the extended stressor-detachment model, we investigated the mediating role of psychological detachment and the moderating role of coping humor. We used a self-report questionnaire and a time-lagged research design to assess employees’ workplace ostracism, coping humor, (...) psychological detachment, and sleep quality. A total of 403 valid questionnaires were obtained from participants in full-time employment in China. As predicted, the results showed that workplace ostracism is negatively associated with psychological detachment, which in turn, impairs sleep quality. We further found that high levels of coping humor buffer the negative effect of workplace ostracism on psychological detachment and sleep quality. In addition, the moderation effect of coping humor on the relationship between workplace ostracism and sleep quality is mediated by psychological detachment. Finally, based upon the results, we discuss the theoretical implications, provide practical proposals for managers and policymakers, and make suggestions for the direction of further research. Keywords: workplace ostracism, coping humor, psychological detachment, sleep quality, mediated moderation model. (shrink)

This article attempts to conceptualise the notion of the foreigner in relation to immigrant early childhood teachers. Sparked by Kristeva’s challenge, to live with and as others without ostracism or levelling, it highlights tensions that arise in a juxtaposition of the Aotearoa/new Zealand early childhood curriculum document, Te Whāriki and other guidelines for cross-cultural practices, with perspectives on the foreigner and foreignness. Situated in the neoliberal sociopolitical and cultural landscape of Aotearoa/new Zealand, the analysis foregrounds and re-frames orientations towards (...) immigrant teachers as they may play out in the early childhood realm. Kristeva’s insights into foreigners’ raw and intimate experiences provide a freeing lens to emphasise influences on and consequences of a foreigner’s otherness. While Kristeva’s challenge may be a never-ending story of a utopian future in education, its use in this analysis is intended to provoke an awareness of complex conceptualisations of foreignness and of tensions that could subvert the aim of working towards this, possibly elusive, ideal. (shrink)

This paper focuses on two problems connected with our sources for Athenian politics between 510/09 and 488/7 B.C.: In the Athenaion Politeia attributed to Aristotle, ostracism is included in the laws of Cleisthenes. But later the author of the Ath. dates the first ostracism to the year 488/7. Depending on the date of Cleisthenes' laws, this leaves a gap of thirteen to twenty years between the institution of ostracism and its first use. Yet the very nature of (...) the law suggests that it was passed for immediate use. Cleisthenes' rival, Isagoras, is described in Ath. 20.1 as φίλος τῶν τυράννων. This label conflicts with two details in the political struggle. It involves Cleomenes, who had recently expelled the tyrants from Athens, in an astounding volte-face in supporting one who is known as φίλος τῶν τνράννων. Secondly, Isagoras had had the opportunity of imposing by force the kind of government he wanted—but it was an oligarchy, not a tyranny. How did the inappropriate label originate?The reaction of most scholars to the first problem has been to reject the ascription of ostracism to Cleisthenes in Ath. 22.1 and 22.4 and date the institution of ostracism to shortly before the first recorded ostracism. (shrink)

Ostracism is known to cause psychological distress. Thus, defining the factors that can lead to recovery or diminish these negative effects is crucial. Three experiments examined whether suggesting the possible causes of ostracism to victims could decrease or eliminate their ostracism distress. They also examined whether death-anxiety mediated the association between the suggested possible cause for being ostracized and recovery. Participants were randomly assigned to six experimental and control groups and were either ostracized or included in a (...) game of Cyberball. Two control conditions were used: participants who were ostracized but received no explanation and participants who were included. Immediately after the ostracism experience, participants in the experimental groups were presented with one of four causes for being ostracized, using locus of control and stability, the two causal dimensions of Weiner’s attribution theory. After a short delay they were administered a mood or needs-satisfaction questionnaire. The results highlight the interaction between locus of control and stability, and underscore the relative importance of different attributions in alleviating self-reported ostracism distress. Specifically, both external and unstable attributions decreased distress, and an unstable attribution led to complete recovery in some participants. Thus, recovery from ostracism may be accelerated when the victim receives an explanation for ostracism that attributes the incident to unstable, external causes soon after the incident. Death-anxiety fully mediated the association between locus of control attribution and mood, but for on needs-satisfaction or the stability of the attribution. (shrink)

Miscarriage often is a traumatic experience with serious mental health implications. Friends and family members are often uncomfortable with and avoid discussing the topic with bereaved individuals, potentially making them feel ostracized, contributing to their mental health concerns. We investigated the correlation between posttraumatic stress symptoms, perceived ostracism, and recalled grief intensity measures in a sample of cisgender women who have had a miscarriage. These participants were recruited using Qualtrics’s Panel Recruitment Services. Women’s perceived ostracism correlated positively with (...) posttraumatic stress symptoms and negatively with grief congruence. Perceived ostracism also explained additional variance in posttraumatic stress symptoms when considered alongside grief intensity measures. (shrink)

Workplace ostracism is a prevalent and painful experience. The majority of studies focus on negative outcomes of ostracism, with less work examining employees’ potential adaptive responses to it. Further, scholars have suggested that such responses depend on employee attributions, yet little research has taken an attributional perspective on workplace ostracism. Drawing on sociometer theory and attribution theory we develop and test a model that investigates why and under what circumstances ostracized employees engage in adaptive responses to (...) class='Hi'>ostracism. Specifically, we argue that ostracized employees feel greater levels of shame and, in turn, are motivated to engage in greater ingratiation behavior toward their ostracizers. However, we predict that perceptions of ostracizers’ competence and warmth shape different attributional processes, which influence the degree to which the ostracized employee experience shame and, in turn, is motivated to engage in ingratiation behavior. Results of a three-wave, time-lagged survey support our prediction that shame mediates the relationship between coworker ostracism and ingratiation behavior. Moreover, results support our three-way interaction, such that coworkers who report higher levels of ostracism and who perceive their coworkers as more (vs. less) competent and more (vs. less) warm report higher shame, and, in turn, ingratiation behavior. Theoretical and practical implications, as well as avenues for future research, are discussed. (shrink)

Drawing on social comparison theory, we investigate employees’ ethical and performance comparisons relative to a similar coworker and subsequent emotional and behavioral responses. We test our theoretically driven hypotheses across two studies. Study 1, a cross-sectional field study, reveals that employees who perceive they are more ethical than their coworkers experience negative emotions toward the comparison coworkers and those feelings are even stronger when the employees perceive they are lower performers than their coworkers. Results also reveal that negative emotions mediate (...) the indirect relationship between being more ethical than a coworker, but also being a lower performer than that coworker onto social undermining and ostracism. Study 2, a 2 × 2 between-subjects experimental design, provides further support for our moderated mediation model. Results reveal that participants experience negative emotions when they receive information that they are more ethical than a comparison participant. Negative emotions are amplified if the participant is told they were a lower performer than the comparison participant. Those participants indicate their desire to mistreat and ignore the comparison participant if given the opportunity. Thus, we find support for our hypotheses using a multi-method design. (shrink)

Most of our knowledge about how social exclusion affects those who ostracize and those who are being ostracized is based on questionnaires administered after the ostracism situation is over. In this research, we strive to further our understanding of the internal dynamics of an ostracism situation. We therefore examine individuals’ language—more specifically, function words—as a behavior indicative of psychological processes and emergent states that can be unobtrusively recorded right in the situation. In online chats, 128 participants talked about (...) a personal topic in groups of three. In the experimental group (n = 79), two conversation partners ignored every contribution by the third. We found that, compared to the control group, these targets of ostracism used language indicative of a self-focus and worsened mood, but not of social focus or positivity, although positivity was related to a writer’s likeability. Sources of ostracism use language suggesting that they are distancing themselves from the situation, and they further engaged in victim derogation. We discuss how our results highlight the severity and potential self-sustainability of ostracism. (shrink)

The present study addresses language ostracism in intercultural communication, a phenomenon when someone speaks a language but some members of this language community don’t speak to him in this language. This phenomenon is illustrated by language behaviour towards visually distinct bilingual minorities in Taiwan. Visually distinct minorities in Taiwan reported that they had been spoken to in English by small children or people who did not believe and accept that they really understood Mandarin when they spoke it. They might (...) be spoken to in English despite actually speaking good Mandarin. Taiwanese people behave this way because of two conditions existing in Taiwan: an English-speaking foreigner stereotype where people assume that every foreign-looking person speaks English, and English privilege in Taiwanese society which leads to people being treated better if they can speak English. (shrink)

It has been contended that ostracism is prevalent in the workplace, and there has been increasing research interest in its potential effects. This paper extends the theoretical framework of workplace ostracism by linking it with affective commitment and intention to leave from the perspective of job embeddedness. Using time-lagged data from China, we apply job embeddedness theory to confirm that workplace ostracism decreases the cultivation of job embeddedness, which in turn undermines affective commitment and induces intention to (...) leave. We also find that intrinsic work motivation strengthens the detrimental effects of workplace ostracism on job embeddedness such that the negative relationship is stronger when intrinsic motivation is high rather than low. We further discuss the theoretical and practical implications of our findings and offer future research directions. (shrink)

Drawing on insights from social learning and social cognitive perspectives and research on the multilevel reality of leadership influences, we developed and tested a multilevel model that examines mechanisms and conditions through which ethical leadership deters work unit- and individual-level ostracism. Based on two field studies using multiple measurement points, we found that at the work unit level of analysis, relational climate partially mediates the negative relationship between ethical leadership and work unit-level ostracism whereas state mindfulness partially mediates (...) the cross-level influence of ethical leadership on individual-level ostracism. Contrary to our hypothesis, we found that the relationship between ethical leadership and relational climate was stronger when work units had a more mechanistic structure, and not when it had an organic work unit structure. Finally, we found that relational climate not only moderates the relationship between state mindfulness and individual-level ostracism, but also moderates the indirect influence of ethical leadership on individual-level ostracism through state mindfulness such that the indirect effect is stronger when relational climate is high as opposed to low. These findings highlight the individual- and work unit-level conditions and mechanisms through which ethical leadership relates to decreased ostracism at work, and thus extends theory and research on ethical leadership and ostracism. (shrink)

We used social network analysis to examine a theoretical model exploring why, and under what circumstances, the perpetrators’ ostracizing behaviors are accurately perceived by the target employees. In turn, these perceptions of ostracism lead to the target employees’ counterproductive work behaviors. Adopting perspectives from both perpetrators and targets, we directly measured the ostracizing behaviors by all potential perpetrators and perceived workplace ostracism by target employees. We integrate Social information processing theory and conservation of resource theory to propose a (...) moderated mediation model, and found that employees who have a high level of need to belong are more likely to capture coworkers’ ostracizing behaviors, and those with low political skill are more likely to engage in counterproductive work behavior as their reaction to perceived workplace ostracism. Theoretical and practical implications are discussed. (shrink)

This article offers a new interpretation of the Athenian institution of ostracism and explores its significance for our understanding of democratic politics. A popular scholarly trend interprets ostracism as an instrument for pursuing conflict among aristocratic politicians, in accordance with a view of Athenian democracy as dominated by a restricted elite competing for power and prestige. This article aims to reassess this picture by investigating ostracism in the light of recent studies of honour, which have stressed honour's (...) potential for balancing competition and cooperation within communities. By using the ostracism of Themistocles as a case study, it argues that ostracism was a manifestation of an institutionalized concern for honour in Athenian democracy. On the one hand, ostracism could punish politically active citizens who, in excessively enhancing their own honour, failed to respect democratic equality. On the other, it could be employed for tackling shameful behaviour which placed the agent below the community's standards of honour. The article then sets ostracism against Athens’ broader institutional framework and argues that Athenian democracy was not so much concerned with policing intra-elite conflict as much as it was designed to foster a balance between competitive and cooperative values and ensure broad participation in the political domain. (shrink)

Ostracism—being excluded and ignored—thwarts satisfaction of four fundamental needs: belonging, self-esteem, control, and meaningful existence. The current study investigated whether training participants to focus their attention on the here-and-now reduces distress from an ostracism experience. Participants were first trained in either focused or unfocused attention, and then played Cyberball, an online ball-tossing game for which half the participants were included or ostracized. Participants reported their levels of need satisfaction during the game, and after a short delay. Whereas both (...) training groups experienced the same degree of need-threat in the immediate measure, participants who were trained in focused attention showed more recovery for the delayed measure. We reason that focused attention would not reduce the distress during the ostracism experience, but it aided in recovery by preventing participants from reliving the ostracism experience after it concludes. (shrink)

This study investigates why and when employees’ observations of supervisors’ ostracism of coworkers elicit their own feelings of guilt. In this connection, observers’ silence might function as a mediator, and leader–member exchange quality could moderate the process. The tests of these predictions rely on two studies, undertaken in Pakistan: a temporally separated field study using three-wave data (N = 219) and a scenario-based experiment (N = 118). The combined results indicate that employees feel guilty for remaining silent when they (...) witness supervisor ostracism of other colleagues. The positive relationship between such observations of supervisor ostracism and silence behavior is more pronounced among employees who enjoy high-quality relationships with their supervisor. In addition to establishing key theoretical insights, this article alerts organizations to a critical mechanism (silence to avoid upsetting supervisors) by which employees’ observations of how supervisors ostracize others can escalate into their own sense of guilt. (shrink)

Integrating victim precipitation theory with the belongingness perspective of work meaningfulness, this study investigates the interplay among employee perceived overqualification, peer overqualification, and peer ostracism and examines how peer ostracism, in turn, leads to subsequent reduced work meaningfulness. In Study 1, a time-lagged field study of 282 employees, we found that employees who felt overqualified, while working with peers who were less overqualified, experienced more ostracism, which was associated with reduced levels of work meaningfulness. These findings were (...) replicated in Study 2, using time-lagged multi-source data collected from 300 employees working in 51 teams. We discuss the theoretical and practical implications of these findings and identify directions for future research. (shrink)

Unsustainable HR practices impose illegitimate tasks on employees due to a shortage of resources. These illegitimate tasks bring counterproductive work behavior in terms of workplace incivility that creates a sense of ostracism in employees. To address these issues, the study examined the relationship among unsustainable HR practices in terms of illegitimate tasks and workplace ostracism. Whereas workplace incivility is defined as an underlying reason through which this association exists. Adopting a theoretical framework from earlier research, the study used (...) cross-sectional data and subsequently a method of quantitative research, and the sample comprised permanent faculty members of private universities in Pakistan working in different departments with different role titles. Smart PLS was applied to run multiple statistics analyzed on the obtained data. The results from the study supported the hypothesis by depicting a positive and significant association between illegitimate tasks and workplace ostracism. Further, workplace incivility was playing the mediating role between illegitimate tasks and workplace ostracism. The results from the study carry significant implications for managers and researchers. Recommendations and future research directions are also discussed in the paper. (shrink)

In the current research, we examined whether ostracism and sexual objectification affect the tendency to blame the victim of sexual harassment. Previous research concerning victim blame examined the attribution of blame considering the characteristics of the victim, the perpetrator, and the relation between them. However, no research to date examined whether situational factors of the perceiver can affect their perception and judgment of blame. We propose that sexual objectification and ostracism may elicit empathy toward the victim, and in (...) turn, reduce victim blame. In two experimental studies, women were instructed to imagine interacting with a videotaped man who either gazed at their body, away from them, or at their face. Then, they were asked to read a newspaper article or watch a video portraying encounters in which the man's sexual advances continued after the woman expressed discomfort and lack of interest. In study 1, we found that sexually objectified women attributed less blame to the woman compared with the women who were treated well, with ostracized women falling in between and marginally different from both. In study 2, using mediation analysis we found an indirect effect such that sexually objectified women experienced greater empathy toward the victim, which was associated with reduced attribution of blame. It appears that greater similarity between the situation of the perceiver and the situation of the victim elicits greater empathy. This adds to the previous knowledge that personality similarities result in higher empathy. (shrink)

Extant literature has underlined the importance of newcomer proactive socialization to the organization. However, the effect of coworker ostracism on newcomers’ proactive behaviors has not been noticed. Drawing on the conservation of resources theory, we proposed a model exploring how coworker ostracism impacted newcomers’ proactive behaviors via the mediation of psychological availability. Through an empirical study with a sample of 263 newcomers and three waves of longitudinal data, we found that coworker ostracism had a negative effect on (...) newcomers’ information seeking and guanxi developing. In addition, emotional intelligence enhanced the negative effect of coworker ostracism on newcomers’ psychological availability and the indirect influence of coworker ostracism on newcomers’ proactive behaviors via psychological availability. Important theoretical and practical implications are discussed. (shrink)

Unethical behavior coordinated and concealed by teams continues to represent a troubling and all-too-frequent occurrence in organizations. Unfortunately, those who are most knowledgeable about this behavior and thereby best suited to report it to authorities—the complicit members themselves—are susceptible to unique pressures that often discourage them from blowing the whistle. Team members rely on their teammates for relational and other beneficial resources, making it more difficult to potentially break those ties by snitching. However, we argue that the pressure to stay (...) silent is alleviated for members who are ostracized by their team members. Drawing on social exchange theory, we theorize that ostracism decreases positive affect and increases negative affect, decreasing individuals’ communion striving motivation and, in turn, increasing the propensity to blow the whistle. In Study 1, we examined the link between ostracism and whistleblowing utilizing a field sample of diverse employees surveyed over time. In Study 2, we built upon Study 1 and conducted a lab study to examine affect and communion striving motivation as serial mediators. Results were generally supportive of our arguments, although we did not find support for the mediating effect of negative affect. (shrink)

Drawing on the social exchange theory and research on leadership influences, we developed and inspected a multilevel model to test the conditions and mechanisms through which a leader’s behavioral integrity deters workplace ostracism. We used trust as a mediator and the narcissistic personality of a leader as a boundary condition in the connection between a LBI and WO. Data were collected from 249 employees working in different five- and four-star hotels in Pakistan over three time lags. The statistical results (...) revealed that a LBI reduces WO. Additionally, a LBI has an indirect effect on WO through interpersonal trust. We did not find statistical support for the moderating role of the narcissistic personality of a leader in the relationship between a LBI and WO. Implications, along with limitations and future research directions, are also discussed. (shrink)