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A Social Influence Interpretation of Workplace Ostracism and Counterproductive Work Behavior

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  • Jun Yang

    (East Carolina University)

  • Darren C. Treadway

    (State University of New York at Buffalo)

Abstract

We used social network analysis to examine a theoretical model exploring why, and under what circumstances, the perpetrators’ ostracizing behaviors are accurately perceived by the target employees. In turn, these perceptions of ostracism lead to the target employees’ counterproductive work behaviors. Adopting perspectives from both perpetrators and targets, we directly measured the ostracizing behaviors by all potential perpetrators (coworkers) and perceived workplace ostracism by target employees. We integrate Social information processing theory and conservation of resource theory to propose a moderated mediation model, and found that employees who have a high level of need to belong are more likely to capture coworkers’ ostracizing behaviors, and those with low political skill are more likely to engage in counterproductive work behavior as their reaction to perceived workplace ostracism. Theoretical and practical implications are discussed.

Suggested Citation

  • Jun Yang & Darren C. Treadway, 2018. "A Social Influence Interpretation of Workplace Ostracism and Counterproductive Work Behavior," Journal of Business Ethics, Springer, vol. 148(4), pages 879-891, April.
    • Handle: RePEc:kap:jbuset:v:148:y:2018:i:4:d:10.1007_s10551-015-2912-x
    DOI: 10.1007/s10551-015-2912-x
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    References listed on IDEAS

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    1. Valeria Ciampa & Moritz Sirowatka & Sebastian C. Schuh & Franco Fraccaroli & Rolf Dick, 2021. "Ambivalent Identification as a Moderator of the Link Between Organizational Identification and Counterproductive Work Behaviors," Journal of Business Ethics, Springer, vol. 169(1), pages 119-134, February.
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    5. Bilal Khalid & Rimsha Iqbal & Syed Danial Hashmi, 2020. "Impact of workplace ostracism on knowledge hoarding: mediating role of defensive silence and moderating role of experiential avoidance," Future Business Journal, Springer, vol. 6(1), pages 1-10, December.
    6. Hua, Changhua & Zhao, Li & He, Qile & Chen, Ziguang, 2023. "When and how workplace ostracism leads to interpersonal deviance: The moderating effects of self-control and negative affect," Journal of Business Research, Elsevier, vol. 156(C).
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    10. Sven Horak & Yuliani Suseno, 2023. "Informal Networks, Informal Institutions, and Social Exclusion in the Workplace: Insights from Subsidiaries of Multinational Corporations in Korea," Journal of Business Ethics, Springer, vol. 186(3), pages 633-655, September.
    11. Seonggoo Ji & Ihsan Ullah Jan, 2020. "Antecedents and Consequences of Frontline Employee’s Trust-in-Supervisor and Trust-in-Coworker," Sustainability, MDPI, vol. 12(2), pages 1-17, January.
    12. Samma Faiz Rasool & Rashid Maqbool & Madeeha Samma & Yan Zhao & Amna Anjum, 2019. "Positioning Depression as a Critical Factor in Creating a Toxic Workplace Environment for Diminishing Worker Productivity," Sustainability, MDPI, vol. 11(9), pages 1-18, May.
    13. Samma Faiz Rasool & Mansi Wang & Yanping Zhang & Madeeha Samma, 2020. "Sustainable Work Performance: The Roles of Workplace Violence and Occupational Stress," IJERPH, MDPI, vol. 17(3), pages 1-12, February.
    14. Neelam Kaushal & Neeraj Kaushik & Brijesh Sivathanu, 2021. "Workplace ostracism in various organizations: a systematic review and bibliometric analysis," Management Review Quarterly, Springer, vol. 71(4), pages 783-818, October.
    15. Ryan P. Jacobson & Lisa A. Marchiondo & Kathryn J. L. Jacobson & Jacqueline N. Hood, 2020. "The Synergistic Effect of Descriptive and Injunctive Norm Perceptions on Counterproductive Work Behaviors," Journal of Business Ethics, Springer, vol. 162(1), pages 191-209, February.
    16. Lixin Chen & Qingxiong Weng, 2023. "Authoritarian-Benevolent Leadership and Employee Behaviors: An Examination of the Role of LMX Ambivalence," Journal of Business Ethics, Springer, vol. 186(2), pages 425-443, August.

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