Workplace Ostracism: Its Nature, Antecedents, and Consequences (Palgrave Explorations in Workplace Stigma)

Description

Workplace mistreatment is a burgeoning topic of interest, with the majority of workers having experienced it in some form. This book explores workplace ostracism and its negative effects on employee and organizational outcomes, such as employee attitudes, behaviors, and well-being. This edited volume defines workplace ostracism and examines how to differentiate ostracism from other type of workplace mistreatment, such as workplace incivility and interpersonal conflict. Among the questions it seeks to answer are: 1) what are the individual, relational, and contextual factors that influence employees’ workplace ostracism experiences; and 2) what constitutes ostracism in stigmatized populations, such as international students, immigrant workers, and older workers. Researchers in organizational behavior, I/O psychology, and the sociology of work will find this book to be a valuable resource. Contents Notes on Contributors List of Tables 1 Ostracism Applied to the Workplace Need to Belong Temporal Need Threat Model of Ostracism Multimotive Model of Exclusion Workplace Ostracism Types of Workplace Ostracism Targets of Ostracism Reactions to Ostracism Gaps and Future Directions Conclusion References 2 Exploring the Overlap Among Workplace Ostracism, Mistreatment, and Related Constructs Defining Ostracism and Other Forms of Social Exclusion Expanding the Debate to Workplace Mistreatment Constructs Expanding the Scope of Both Workplace Mistreatment and Exclusion Constructs Conclusion References 3 Antecedents of Workplace Ostracism Individual Characteristics as Antecedents of Workplace Ostracism Relational Antecedents of Workplace Ostracism Work Context Antecedents of Workplace Ostracism Mediation Mechanism Moderation Mechanism Closing Remark References 4 Emotional, Cognitive, and Physiological Responses to Workplace Ostracism The Emotional Impact of Workplace Ostracism Temporal Need-Threat Theory of Ostracism Conservation of Resources Theory (COR) Transactional Theory of Stress Appraisal Theory of Emotion Implicit Theories of Relationships Summary and Implications for Future Studies The Cognitive Impact of Workplace Ostracism Sociometer Theory Social Identity Theory Affective Priming Theory and Affective Event Theory (AET) Job Embeddedness Theory Need to Belong Hypothesis and Executive Functioning Social Reconnection Hypothesis Summary and Implications for Future Studies Physiological Outcomes Summary and Implications for Future Studies Conclusion References 5 Workplace Ostracism and Employee Prosocial and Antisocial Organizational Behaviors Introduction to Workplace Ostracism Introduction to Prosocial and Antisocial Organizational Behaviors Workplace Ostracism and Prosocial Organizational Behaviors Theoretical Frameworks Empirical Findings Workplace Ostracism and Antisocial Organizational Behaviors Theoretical Frameworks Empirical Findings Potential Directions for Future Research Conclusion References 6 Performance Consequences of Workplace Ostracism Situating Workplace Ostracism as Antecedent to Workplace Outcomes Performance Outcomes of Workplace Ostracism Effort Performance Creativity/Innovation Withdrawal Behaviors Future Research Opportunities Concluding Remarks References 7 Ostracism in the Diverse Workplace: Experiences of Different Racial/Ethnic Groups and Immigrant Employees Characteristics of Diversity and Ostracism in the Workplace Sanctioning Workplace Ostracism with Employment Law and Organizational Policies Company Policies and Procedures—Workplace Ostracism as a Gray Area Overview of Workplace Ostracism Experiences—Multiple Viewpoints and Meanings Motives Behind Workplace Ostracism Social Appropriateness of Ostracism on the Job Workplace Ostracism and Commonplace Acts of Omission Workplace Ostracism Among Different Racial Groups: A Workplace Diversity Perspective Shared Dynamics for Minority Populations in the Workforce Diverging Experiences Among Racially and/or Ethnically Diverse Employees Why Foreign-Born, Immigrant, and International Co-workers Are Often Ostracized Negative Attitudes Toward Foreign-Born, Immigrant, and International Employees Perceived Job Shortages Influences Ostracism of Immigrants Perceived Demand of Skills Influences Ostracism of Immigrants Perceived Dissimilarities Influences Ostracism of Immigrants Why Foreign-Born, Immigrant, and International Co-workers Experience Ostracism Race, Ethnicity, and Xenophobia Language and Accent Differences and Ostracism—It’s What You Say and How You Say It Acculturation Strategies—Making a Plan to Survive and Succeed Downsizing the Effects of Workplace Ostracism Heritage Cultural Identity Salience—An Ideology for Overcoming Perceived Isolation Social Support Buffers Workplace Ostracism Experiences and Negative Outcomes Harmony Enhancement Bolsters Workplace Inclusion Experiences and Positive Outcomes Conclusion References 8 Workplace Ostracism Among Gender, Age, and LGBTQ Minorities, and People with Disabilities Introduction Theoretical Foundations Literature Review Gender and Ostracism Gender as a Predictor of Ostracism Outcomes of Ostracism Against Men and Women Age and Ostracism Age as a Predictor of Ostracism Outcomes of Ostracism Against Older People LGBTQ Status and Ostracism LGBTQ Status as a Predictor of Ostracism Outcomes of Ostracism Against LGBTQ People Disability Status and Ostracism Disability Status as a Predictor of Ostracism Outcomes of Ostracism Against Employees with Disabilities Practical Implications Directions for Future Research References 9 Research Methods for Studying Workplace Ostracism How Has Workplace Ostracism Been Studied? Ostracism and the Nature of Inference Assessment of Workplace Ostracism Design and Inference in the Study of Workplace Ostracism Three Forms of Inference Manipulationist Approach to Causality The Study of Process Observational Research Designs Cross-Sectional Designs Longitudinal Designs Diary Designs Multiple Data Sources Designs to More Directly Address Process Intervention Studies Retrospective Event Histories Qualitative Studies Building Better Research Programs References Appendix Index