Table Of ContentPALGRAVE EXPLORATIONS IN WORKPLACE STIGMA
Workplace Ostracism
Its Nature, Antecedents,
and Consequences
Edited by
Cong Liu
Jie Ma
Palgrave Explorations in Workplace Stigma
Series Editor
Julie Gedro
Empire State College
Rochester, NY, USA
This series is a call to action for organizations to not only recognize but
include, support, and value employees of all walks of life, regardless of
the social stigmas that might create material, affective, or psychological
divisions between them and their ostensibly “normal” counterparts. It
fills the gap in scholarship surrounding the difficult issues employees or
job seekers might face based on their demographics, life events, or other
factors. The series explores issues such as mental illness and wellness; and
alcohol and drug addiction and recovery. It explores the complex and
often times nuanced issues that face sexual minorities, or those who are
formerly incarcerated, or military veterans in the context of employment
or career decision making.
Through rigorous research and contributions from the foremost
scholars in human resources, books in the series will provide an in-
depth exploration of each population and challenge HR scholars and
practitioners to effectively consider and embrace these explorations and
consider expanding their own awareness. The series speaks on behalf
of anyone who has ever been affected–directly or indirectly–by discrim-
ination or exclusion in the context of work, and promotes a positive,
productive, and purposeful working environment for employees at all
levels.
More information about this series at
http://www.palgrave.com/gp/series/15458
·
Cong Liu Jie Ma
Editors
Workplace Ostracism
Its Nature, Antecedents, and Consequences
Editors
Cong Liu Jie Ma
Hofstra University Jinan University
Hempstead, NY, USA Guangzhou, Guangdong, China
ISSN 2662-3625 ISSN 2662-3633 (electronic)
Palgrave Explorations in Workplace Stigma
ISBN 978-3-030-54378-5 ISBN 978-3-030-54379-2 (eBook)
https://doi.org/10.1007/978-3-030-54379-2
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Contents
1 Ostracism Applied to the Workplace 1
Kristin L. Sommer, Joshua A. Nagel,
and Kipling D. Williams
2 Exploring the Overlap Among Workplace Ostracism,
Mistreatment, and Related Constructs 35
Eric D. Wesselmann and Maayan Dvir
3 Antecedents of Workplace Ostracism 65
Cong Liu, Jun Yang, and Xixi Gu
4 Emotional, Cognitive, and Physiological Responses
to Workplace Ostracism 101
Jie Ma, Aditi Rabindra Sachdev, and Na Tang
5 Workplace Ostracism and Employee Prosocial
and Antisocial Organizational Behaviors 133
Zhiqing E. Zhou, Xinxuan Che, and Nicolette A. Rainone
6 Performance Consequences of Workplace Ostracism 159
Sharon Glazer, Sally D. Farley, and Tannaz T. Rahman
v
vi CONTENTS
7 Ostracism in the Diverse Workplace: Experiences
of Different Racial/Ethnic Groups and Immigrant
Employees 189
Adrienne R. Carter-Sowell, Asha Ganesan,
Myia S. Williams, and Carla A. Zimmerman
8 Workplace Ostracism Among Gender, Age,
and LGBTQ Minorities, and People with Disabilities 233
Yisheng Peng and Nicholas P. Salter
9 Research Methods for Studying Workplace Ostracism 269
Paul E. Spector and David J. Howard
Appendix 293
Index 301
Notes on Contributors
Adrienne R. Carter-Sowell, Ph.D. is a jointly appointed Associate
Professor in the Psychological and Brain Sciences Department and the
Africana Studies Program at Texas A&M University. She is leading an
interdisciplinary research team addressing the costs of being “socially
invisible.” Dr. Carter-Sowell serves as a member of multiple External
Advisory Boards, as Co-Principal Investigator on several Collaborative
Research projects, and an Ad Hoc Reviewer for multiple programs at
the National Science Foundation. Dr. Carter-Sowell was honored as an
ADVANCEDiversityChampionbytheOfficeoftheDeanofFacultiesin
May2020,becauseofherdemonstratedcommitmenttodiversity,equity,
and inclusion (DEI) efforts to improve the workplace environment at
Texas A&M University.
Xinxuan Che, Ph.D. is an Assistant Professor in the Industrial and
Organizational Psychology program at Florida Institute of Technology.
Prior to joining FIT, Dr. Che gained her Ph.D. from University of South
FloridaandhasworkedforJohnsHopkinsUniversity.Herresearchmainly
focuses on occupational health psychology and leadership in teams.
Maayan Dvir, Ph.D. is an Assistant Professor in the Departments of
Behavioral Sciences and Education at the Max Stern Yezreel Valley
College. Maayan received her Ph.D. in Social Psychology from Purdue
University. She studies social exclusion and sexual harassment, and the
interplay between social exclusion and sexual objectification.
vii
viii NOTES ON CONTRIBUTORS
Sally D. Farley, Ph.D. is an experimental social psychologist whose
researchtypicallyfallsattheintersectionbetweennonverbalbehaviorand
relationship science. Because she explores relational variables that influ-
encepowerandaffiliation,shehasbeeninterestedinostracismandsocial
exclusion for many years.
Asha Ganesan, Ph.D. is a Postdoctoral Research Associate at the
Department of Psychological and Brain Sciences at Texas A&M Univer-
sity. Her research focuses on gender, intergroup relations, and culture.
Other research interests include cultural evolution, gender-based power,
and health-related cognition.
Sharon Glazer, Ph.D. primarilystudiesoccupationalstressfromacross-
cultural lens. She was a Fulbright and Erasmus Mundus 3rd Country
scholar, a visiting professor at universities around the globe, editor for
the International Journal of Stress Management, co-editor of two book
series related to culture and IO Psychology, and elected Fellow of SIOP,
IAIR, and IAAP.
Xixi Gu isaPh.D.candidateintheDepartmentofPsychologyatHofstra
University, USA. Her research interests include workplace mistreatment,
suchasworkplaceostracismandabusivesupervision,emotionregulation,
employee’s harmony value, and entrepreneurship.
David J. Howard is a doctoral candidate in the Industrial and Organi-
zational Psychology program at the University of South Florida. He is a
statistical consultant for the Doctor of Business Administration program
in the Muma College of Business. His research interests encompass
technology-related counterproductive work behavior, research methods,
and study design.
Cong Liu, Ph.D. is a Professor in the Department of Psychology at
HofstraUniversity.ShereceivedherB.S.fromBeijingNormalUniversity,
China,andherPh.D.fromUniversityofSouthFlorida,USA.Shestudies
workplaceostracism,workplaceconflict,andinterpersonalharmonyvalues
in China and the USA. She is the Associate Editor for the International
Journal of Stress Management.
Jie Ma, Ph.D. isanAssociateProfessoratSchoolofManagement,Jinan
University, China. His research interests include cognitive appraisals of
workplace stressors and positive organizational psychology. His current
research projects are concerned about how personal factors (e.g.,
NOTES ON CONTRIBUTORS ix
personality traits and motivational orientation) affect employee cognitive
appraisals of job demands.
Joshua A. Nagel is a Ph.D. student in Industrial and Organizational
Psychology at The Graduate Center and Baruch College, City Univer-
sity of New York. His research interests mainly involve interpersonal
relationships at work.
Yisheng Peng, Ph.D. is currently a tenure-track Assistant Professor of
Industrial and Organizational Psychology at George Washington Univer-
sity. His primary research interests are workplace mistreatment (e.g.,
abusive supervision, incivility, ostracism, etc.), stress coping, aging and
olderworkerissues(e.g.,agingandoccupationalhealth,eldercare,bridge
employment).
Tannaz T. Rahman, M.S. isaSeniorResearchAnalystatIMPAQInter-
national LLC. She has worked on research related to ostracism since her
student days at the University of Baltimore. She has been involved in
both experimental studies where she explored the relationship between
exclusion and affiliative behavior and survey studies where she examined
workplace ostracism and psychosocial stressors.
Nicolette A. Rainone is a Ph.D. student studying Industrial and Orga-
nizational Psychology at Baruch College and The Graduate Center,
CUNY.Herprimaryinterestsincludediversityintheworkplace,aswellas
howthisintersectswithawidevarietyoftopics(e.g.,leadership,employee
health and well-being, and assessment).
Aditi Rabindra Sachdev, Ph.D. works with the Corporate Talent
Management and Organization Development team at PepsiCo, NY,
USA. Her current research projects examine biases and discrimination at
workplace.
Nicholas P. Salter, Ph.D. is an Assistant Professor of Industrial and
Organizational Psychology at Hofstra University. As the director of the
WILD (Workplace Inclusion, Leadership, and Diversity) lab, his research
explores issues of diversity and inclusion of all kinds in the workplace.
Additionally,hehasbeeninvitedtospeaktomultipleorganizationsabout
this topic.
Kristin L. Sommer, Ph.D. is a Professor of Psychology at Baruch
College, City University of New York. She holds appointments on the
