Journal ArticleDOI
Invisible at Work An Integrated Model of Workplace Ostracism
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TLDR
A review, integration, and extension of the literature relevant to ostracism in organizations is presented in this paper, where the authors take a decidedly organizational focus, proposing organizationally relevant factors that may cause different types of ostracisms, moderate the experience of ostrACism at work, and moderate the reactions of targets.About:
This article is published in Journal of Management.The article was published on 2013-01-01. It has received 543 citations till now. The article focuses on the topics: Ostracism.read more
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Workplace ostracism and knowledge hiding in service organizations
TL;DR: Wang et al. as mentioned in this paper found that workplace ostracism was positively related to hospitality employees' evasive hiding and playing dumb, but not related to rationalized hiding, while negative reciprocity beliefs and moral disengagement were high.
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Three Lenses on Occupations and Professions in Organizations: Becoming, Doing, and Relating
TL;DR: It is suggested that occupations and professions can be understood through lenses of “becoming’, “doing”, and “relating” and introduced a three-part framework for conceptualizing occupational and professions to help guide future inquiries.
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Is Negative Attention Better Than No Attention? The Comparative Effects of Ostracism and Harassment at Work
TL;DR: Ostracism, but not harassment, significantly predicted actual turnover three years after ostracism and harassment were assessed, and this was mediated by a sense of belonging albeit at p < 0.10.
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Unethical for the sake of the group: risk of social exclusion and pro-group unethical behavior.
TL;DR: This research tested the idea that the risk of exclusion from one's group motivates group members to engage in unethical behaviors that secure better outcomes for the group, by examining how the effect of exclusion risk on pro-group unethical behavior varies as a function of group members' need for inclusion.
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Why and when workplace ostracism inhibits organizational citizenship behaviors: an organizational identification perspective
TL;DR: Zhang et al. as discussed by the authors proposed that workplace ostracism decreases citizenship behavior by undermining employees' identification with the organization and also theorize that perceived job mobility influences the extent to which employees identify with the organisation when being ostracized.
References
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Book
The Presentation of Self in Everyday Life
TL;DR: For instance, in the case of an individual in the presence of others, it can be seen as a form of involuntary expressive behavior as discussed by the authors, where the individual will have to act so that he intentionally or unintentionally expresses himself, and the others will in turn have to be impressed in some way by him.
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The need to belong: Desire for interpersonal attachments as a fundamental human motivation.
Roy F. Baumeister,Mark R. Leary +1 more
TL;DR: Existing evidence supports the hypothesis that the need to belong is a powerful, fundamental, and extremely pervasive motivation, and people form social attachments readily under most conditions and resist the dissolution of existing bonds.
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Conservation of resources. A new attempt at conceptualizing stress.
TL;DR: A new stress model called the model of conservation of resources is presented, based on the supposition that people strive to retain, project, and build resources and that what is threatening to them is the potential or actual loss of these valued resources.
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Social Identity Theory and the Organization
Blake E. Ashforth,Fred A. Mael +1 more
TL;DR: This article argued that social identification is a perception of oneness with a group of persons, and social identification stems from the categorization of individuals, the distinctiveness and prestige of the group, the salience of outgroups, and the factors that traditionally are associated with group formation.
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Handbook of industrial and organizational psychology
TL;DR: An up-to-date handbook on conceptual and methodological issues relevant to the study of industrial and organizational behavior is presented in this paper, which covers substantive issues at both the individual and organizational level in both theoretical and practical terms.