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

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