WORKPLACE OSTRACISM: UNDERLYING THEORIES AND ORGANIZATIONAL CONSEQUENCES
Keywords:
Workplace Ostracism, Exclusionary Behavior, Emotional Exhaustion, Organizational Consequences, Psychological Well-BeingAbstract
Workplace ostracism, characterized by exclusionary behaviors, poses significant challenges to organizational dynamics and employee well-being. This phenomenon, often subtle and covert, inflicts emotional and physical pain, leading to diminished motivation and increased emotional exhaustion. Despite potential positive outcomes for leadership dynamics, the harmful consequences of ostracism on individuals' self-esteem, stress levels, and creativity cannot be overlooked. Creating inclusive environments and addressing ostracism is crucial for promoting organizational health and fostering a culture of belonging. This study underscores the need to understand and manage power dynamics to mitigate the damaging impact of ostracism on both individuals and organizational cohesion.
References
Dash, S., Ranjan, S., Bhardwaj, N., & Rastogi, S. K. (2023). Workplace ostracism: a qualitative enquiry. Personnel Review.
Fiset, J., Al Hajj, R., & Vongas, J. G. (2017). Workplace ostracism seen through the lens of power. Frontiers in psychology, 8, 1528.
Robinson, S. L., O’Reilly, J., & Wang, W. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management, 39(1), 203-231.
Sherratt, S. (2021). Workplace ostracism in academia. Australian Universities Review, 63(2), 35-43.
Singh, L. B., & Srivastava, S. (2021). Linking workplace ostracism to turnover intention: A moderated mediation approach. Journal of Hospitality and Tourism Management, 46, 244-256.
Upadhyay, A. P. (2019). A Study on Workplace Ostracism among Teachers of Unaided Colleges in Western Suburban Mumbai. Think India Journal, 22(32), 149-154.
Waldeck, D., Tyndall, I., & Chmiel, N. (2015). Resilience to ostracism: A qualitative inquiry. The Qualitative Report, 20(10), 1646-1670
Downloads
Published
Issue
Section
License
Copyright (c) 2024 Santosh Kumar Sharma, Vineetha Prakash , Rohini Pillai (Author)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
