The relationship between subjective well-being and workplace ostracism

Zhang, Suchuan; Qiao, Shi Zhang

doi:10.1108/jocm-07-2016-0139

Cited by 33 publications

(30 citation statements)

References 36 publications

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“…However, positive affectivity refers to an individual's tendency to experience enthusiasm and positive emotions over time and across situations (Watson et al, 1987). Scholars have argued that individuals high in NA are more likely to perceive higher levels of ostracism than individuals high in PA (Mao et al, 2017;Zhang & Shi, 2017). According to the person-situation interaction theory (Mischel, 1968(Mischel, , 1977, an individual's attitudinal and behavioral response to a situation is a by-product of their perceptions of the situation and their personality characteristics.…”

Section: Predictors Of Workplace Ostracism: Hypothesesmentioning

confidence: 99%

“…First, I provide a meta‐analytic review of the predictors and consequences of victims’ perceptions of workplace ostracism (referred to as workplace ostracism from this point forward). Several scholars have suggested that individual personality traits and skill sets may predispose them to perceive higher or lower levels of ostracism (Leung, Wu, Chen, & Young, 2011; Mao Liu, Jiang, & Zhang, 2017; Yaakobi & Williams, 2016b; Zhang & Shi, 2017). Empirical studies on the influence of these individual characteristics, however, have provided inconclusive results.…”

Section: Introductionmentioning

confidence: 99%

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No Herd for Black Sheep: A Meta‐Analytic Review of the Predictors and Outcomes of Workplace Ostracism

Bedi

2019

Applied Psychology

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Ostracism is a ubiquitous and inevitable part of human personal and professional lives. Despite its prevalence, organizational scholars have yet to provide a comprehensive review of the empirical literature on workplace ostracism. In this study, I use belongingness theory, conservation of resources theory, and need‐threat/need fortification theory to conduct a meta‐analysis of the relationships between the predictors and outcomes of workplace ostracism. My results suggest that experiences of workplace incivility and victim personality traits have a significant influence on the perceptions of workplace ostracism. I also found that self‐esteem partially mediates the relationship between workplace ostracism and work outcomes. In addition, workplace ostracism was related negatively to numerous health and work outcomes. Furthermore, national culture (collectivistic vs. individualistic cultures) of study samples moderated some of the proposed relationships. Finally, results from relative weight analyses revealed a unique contribution of workplace ostracism in the prediction of job satisfaction, although abusive supervision and interpersonal deviance were important predictors of OCBs and deviant work behaviors. I conclude with a discussion of these findings.

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Section: Predictors Of Workplace Ostracism: Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

No Herd for Black Sheep: A Meta‐Analytic Review of the Predictors and Outcomes of Workplace Ostracism

Bedi

2019

Applied Psychology

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“…As a uniquely painful experience ( Robinson et al, 2013 ), ostracism has negative effects on employees’ behaviors and attitudes. Some studies have shown that ostracism is negatively related to psychological well-being ( Xu et al, 2015 ; Zhang and Shi, 2017 ) and belongingness ( O’Reilly and Robinson, 2009 ; O’Reilly et al, 2015 ), but positively related to emotional exhaustion ( Wu et al, 2012 ), job tension ( Zhu et al, 2017 ), and depression ( Ferris et al, 2008 ; Scott and Duffy, 2015 ). Ostracized employees may enter a state of distress, anxiety, depression, and possibly even meaninglessness ( Wu et al, 2012 ; O’Reilly et al, 2015 ).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Threat Upon Entry: Effect of Coworker Ostracism on Newcomers’ Proactive Behaviors During Organizational Socialization

et al. 2021

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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 (COR) 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.

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“…Emotional Intelligence has now been well-defined with a certain set of carefully chosen words that convey a deep meaning and understanding and read out as "using social intelligence with the ability to manage and understand one's own emotions and the emotions of others to ultimately add to the intelligent quotient of self and use the gathered information later for discriminating between right and wrong". Employees that have a high level of emotional intelligence have proven themselves to be better at dealing with the implications that arise from them being subjected to workplace ostracism (Zhang & Shi, 2017). Its common for individuals to go through a variety of feelings when they face ostracism, these emotions includes anger, anguish, pain, depression, anxiety or irritation etc.…”

Section: Emotional Intelligencementioning

confidence: 99%

Effect of Personality Characteristics on Workplace Ostracism: Role of Employee Popularity and Emotional Intelligence- An Evidence from Telecomm Industry of Pakistan

Zaidi

Shah

2021

NRJSS

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Humans are known to be social beings and the interpersonal interactions we have in our daily lives lay a great impact on our mental and physical health. The phenomenon known as ostracism, defined as exclusion from social gatherings, is the one being studied in this thesis. As per the previous researches, ostracism ramifies depression, anxiety, anger, frustration, and turnover; ultimately adding to the dissatisfaction level. The environments that require a heap of social linkages to perform certain tasks and maintaining interpersonal relationships is a means to align with the cultural values, it is indispensable to understand the perils of being ostracized. As previous researches have mostly focused on the negatives originating from the said phenomenon, we aim to hone these negative affinities by introducing the variables (charisma, political skill, and extraversion) as a counteractive measure to alleviate the downturns branching out. Also, the moderation effect of emotional intelligence and mediation of employee popularity is expected to enhance the relationship even further. The evidence taken from the 5 big telecommunication companies of Pakistan (Islamabad / Rawalpindi) would provide a great sample to substantiate the practical implications of the proposed model. The Questionnaire adopted to gather data is selected from the most valid and widely used sources to further the credibility of the responses. The findings are expected to ameliorate the current understanding of a heinous phenomenon that degrades an individual’s ability to perform and adds to the productivity of an organization. Purpose: To find counteractive measures to hone the phenomenon called ostracism and signify the need to minimize ostracism at work along with all the negatives behaviors associated. Methodology: A 34 item questionnaire was rolled out in the top 5 telecommunication companies of Pakistan and data collected was analyzed using SPSS and SMART PLS Results / Findings: Charisma has a direct negative correlation with workplace ostracism and employee popularity partially mediates the relationship between workplace ostracism and charisma. Political skills and charisma don’t have a significant negative correlation with workplace ostracism but employee popularity completely mediates the relationship between political skills and WPO, and charisma and WPO. However, emotional intelligence didn’t have a significant moderation relationship with workplace ostracism.

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The relationship between subjective well-being and workplace ostracism

Cited by 33 publications

References 36 publications

No Herd for Black Sheep: A Meta‐Analytic Review of the Predictors and Outcomes of Workplace Ostracism

No Herd for Black Sheep: A Meta‐Analytic Review of the Predictors and Outcomes of Workplace Ostracism

Threat Upon Entry: Effect of Coworker Ostracism on Newcomers’ Proactive Behaviors During Organizational Socialization

Effect of Personality Characteristics on Workplace Ostracism: Role of Employee Popularity and Emotional Intelligence- An Evidence from Telecomm Industry of Pakistan

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