Workplace Ostracism and Employee Behavior

Workplace ostracism refers to the experience of being ignored, excluded or silenced by colleagues and supervisors, depriving individuals of social connection and recognition. It emerges in myriad forms, from being left out of informal conversations to being omitted from meetings or project decisions. This subtle form of social exclusion undermines fundamental human needs for belonging and esteem, precipitating declines in job satisfaction, well-being and commitment. Research demonstrates that ostracism can trigger heightened stress, reduced psychological detachment during non-work hours, diminished sleep quality and a rise in negative attitudes, including resentment and disengagement. Over time, these adverse effects translate into tangible behavioural outcomes, such as interpersonal deviance, reduced creativity, knowledge hiding, diminished organisational citizenship and increased turnover intentions. The global prevalence of diverse organisational cultures and structures—spanning academia, healthcare, service industries and corporate environments—underscores the widespread relevance of ostracism. Practical interventions focus on bolstering self-regulatory capacities, fostering inclusive leadership and promoting supportive peer networks, all aimed at safeguarding employees’ resources and restoring a sense of belonging.

Research from Nature Portfolio

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Workplace Ostracism and Employee Behavior publication trend

The graph below shows the total number of articles in workplace ostracism and employee behavior across all publications each year (not limited to Nature Index journals).

Technical terms

Workplace ostracism: Being ignored or excluded by colleagues in an organisational setting.

Interpersonal deviance: Intentional actions by employees that harm or disregard co-workers or organisational norms.

Knowledge hiding: Deliberate withholding or concealment of information that colleagues might require.

Organisational citizenship behaviour: Voluntary, extra-role actions that support colleagues and the organisation.

Conservation of resources theory: A framework proposing that stress arises when individuals perceive a threat of resource loss or actual loss of valued assets.

References

1. When and how workplace ostracism leads to interpersonal deviance: The moderating effects of self-control and negative affect. Journal of Business Research (2023).
2. Workplace Ostracism and Knowledge Hiding: The Mediating Role of Job Tension. Sustainability (2019).
3. Consequences of Workplace Ostracism: A Meta-Analytic Review. Frontiers in Psychology (2021).
4. The Relationship Between Workplace Ostracism and Sleep Quality: A Mediated Moderation Model. Frontiers in Psychology (2019).
5. Spotlight on the Effect of Workplace Ostracism on Creativity: A Social Cognitive Perspective. Frontiers in Psychology (2019).