Topic
Ostracism
About: Ostracism is a research topic. Over the lifetime, 934 publications have been published within this topic receiving 28170 citations.
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TL;DR: The more participants were ostracized, the more they reported feeling bad, having less control, and losing a sense of belonging, as well as supporting K. D. Williams's need threat theory of ostracism.
Abstract: Ostracism is such a widely used and powerful tactic that the authors tested whether people would be affected by it even under remote and artificial circumstances. In Study 1, 1,486 participants from 62 countries accessed the authors' on-line experiment on the Internet. They were asked to use mental visualization while playing a virtual tossing game with two others (who were actually computer generated and controlled). Despite the minimal nature of their experience, the more participants were ostracized, the more they reported feeling bad, having less control, and losing a sense of belonging. In Study 2, ostracized participants were more likely to conform on a subsequent task. The results are discussed in terms of supporting K. D. Williams's (1997) need threat theory of ostracism.
1,903 citations
TL;DR: This article found that even after removing all remnants of sinister attributions, ostracism was similarly aversive, and they interpreted these results as strong evidence for a very primitive and automatic adaptive sensitivity to even the slightest hint of social exclusion.
972 citations
TL;DR: Cyberball is an ostensibly online ball-tossing game that participants believe they are playing with two or three others, but in fact, the “others” are controlled by the programmer.
Abstract: Since the mid-1990s, research on interpersonal acceptance and exclusion has proliferated, and several paradigms have evolved that vary in their efficiency, context specificity, and strength. This article describes one such paradigm, Cyberball, which is an ostensibly online ball-tossing game that participants believe they are playing with two or three others. In fact, the “others” are controlled by the programmer. The course and speed of the game, the frequency of inclusion, player information, and iconic representation are all options the researcher can regulate. The game was designed to manipulate independent variables (e.g., ostracism) but can also be used as a dependent measure of prejudice and discrimination. The game works on both PC and Macintosh (OS X) platforms and is freely available.
728 citations
TL;DR: A new model is described that provides a framework for understanding people's reactions to threats to social acceptance and belonging as they occur in the context of diverse phenomena such as rejection, discrimination, ostracism, betrayal, and stigmatization.
Abstract: This article describes a new model that provides a framework for understanding people's reactions to threats to social acceptance and belonging as they occur in the context of diverse phenomena such as rejection, discrimination, ostracism, betrayal, and stigmatization. People's immediate reactions are quite similar across different forms of rejection in terms of negative affect and lowered self-esteem. However, following these immediate responses, people's reactions are influenced by construals of the rejection experience that predict 3 distinct motives for prosocial, antisocial, and socially avoidant behavioral responses. The authors describe the relational, contextual, and dispositional factors that affect which motives determine people's reactions to a rejection experience and the ways in which these 3 motives may work at cross-purposes. The multimotive model accounts for the myriad ways in which responses to rejection unfold over time and offers a basis for the next generation of research on interpersonal rejection.
704 citations
TL;DR: Overall, the present study suggests that the Workplace Ostracism Scale is a reliable and valid measure and that the workplace ostracism construct has important implications for both individuals and organizations.
Abstract: This article outlines the development of a 10-item measure of workplace ostracism. Using 6 samples (including multisource and multiwave data), the authors developed a reliable scale with a unidimensional factor structure that replicated across 4 separate samples. The scale possessed both convergent and discriminant validity, and criterion-related validity was demonstrated through the scale's relation with basic needs, well-being, job attitudes, job performance, and withdrawal. Overall, the present study suggests that the Workplace Ostracism Scale is a reliable and valid measure and that the workplace ostracism construct has important implications for both individuals and organizations.
621 citations