Workplace ostracism is when someone feels excluded or ignored at work. Ostracism also occurs when an individual or group fails to engage another organizational member in an activity when it is socially acceptable to do so.
THE ANTECEDENTS AND OUTCOMES OF OSTRACISM
Researchers in this study (Howard, Cogswell, & Smith, 2020) investigated several predictors and outcomes of workplace ostracism. They performed a meta-analysis (or statistical combination of many studies) and found that ostracism relates to many different types of psychological variables. The findings of this study were numerous, and most are summarized in the tables that follow.
WHO IS MORE LIKELY TO BE OSTRACIZED?
Employees more likely to experience ostracism: | |
male | part-time employees |
higher level of education | have less social support |
the less agreeable | the less extraverted |
the more neurotic | the less conscientious |
have a worse relationship with the leader | |
have an abusive or incivil leader | |
WHAT ARE THE OUTCOMES OF OSTRACISM?
Outcomes of ostracism for employees: | |
more emotional exhaustion | more depression |
worse psychological well-being | more job tension |
less belongingness or fulfilment | worse job performance |
less helping | more deviance |
less employee voice | worse emotions |
decreased self-perceptions | more turnover |
less job satisfaction, commitment, and engagement | |
PRACTICAL IMPLICATIONS FOR ORGANIZATIONS
Given its clearly detrimental impact, it is important for organizations to tackle workplace ostracism. Leaders must sensitize themselves regularly with the values of their organization and make a commitment to inclusion and fostering a friendly workplace environment. They should also be quick to call out any form of observed mistreatment, incivility, or ostracism and hold others accountable for their negative behavior. Leaders and employees must actively learn about individual differences, cultivate an open mind-set, be attentive to and empathize with victims’ needs, and adapt as required. Lastly, organizations should prioritize interventions that create and improve opportunities for social support.
Howard, M. C., Cogswell, J. E., & Smith, M. B. (2020). The antecedents and outcomes of workplace ostracism: A meta-analysis. Journal of Applied Psychology, 105(6), 577–596.