Ostracism Predicting Suicidal Behavior and Risk of Relapse in Substance Use Disorders.

INTRODUCTION: The present study investigated the predictive relationship between ostracism and suicidal behaviors in individuals with substance use disorders. It also attempts to highlight the mediating role of the risk of relapse between ostracism and suicidal behavior. METHODS: The study was based on a cross-sectional survey design. The sample comprised 100 men aged between 30 to 45 years (M = 35.25, SD = 3.06) from Karachi. The purposive sampling technique was employed. The study employed demographic forms and three self-reporting measures: the Ostracism Experience Scale (OES-A), the Advance Warning of Relapse Questionnaire 3.0 (AWARE), and the Suicide Behaviors Questionnaire-Revised (SBQ-R). RESULTS: Ostracism significantly predicted relapse risk and suicidal behavior. Risk of relapse positively predicted both dimensions of ostracism (ignored: r = 0.33, p < 0.01; excluded: r = 0.43, p < 0.01) and suicidal behavior (r = 0.35, p < 0.01). Additionally, the risk of relapse strongly correlated with overall ostracism score (r = 0.43, p < 0.01). However, no significant mediating effect of ostracism on suicidal behavior was found. The effect was mediated through the risk of relapse (B indirect = 0.12, 95% CI = 0.04, 0.23). These findings suggest that ostracism increases the likelihood of recurrence, which in turn is associated with suicidal behavior. The mediation model explained 17% of the variation in suicidal behavior. CONCLUSION: The findings propose the importance of addressing ostracism as a risk factor for suicidal behavior and relapse in substance use disorders. The results suggest that reducing the adverse effects of ostracism and improving social support for individuals can have a significant impact on their mental health.

"Exploring the relationship of organizational virtuousness, citizenship behavior, job performance, and combatting ostracism" through structural equational modeling.

BACKGROUND: This theoretical model has been drawn on principles of social exchange theory to scrutinize the connection between organizational virtuousness and job performance with the mediating role of Organizational citizenship behavior and moderating role of workplace ostracism. A survey was conducted in Pakistan, gathering data from 486 employees working for various private and commercial banks. METHOD: Soft and hard questionnaires were distributed to the participants, with social media platforms used for the soft questionnaires and meetings with employees for the hard questionnaires. A 7-point Likert scale was employed in data collection, and measures for the variables were adapted from reliable and valid sources. A demographic analysis was performed to summarize the sample collected from participants. The demographics results were analyzed using SPSS, while the measurement model and path analysis were conducted using Structural Equational Modeling with Smart PLS-4. RESULTS: The study's findings showed a significant and positive relationship between organizational virtuousness and job performance, with organizational citizenship behavior serving as a mediator. Additionally, a negative moderation of workplace ostracism was observed in the mediation of organizational citizenship behavior toward the relationship between organizational virtuousness and job performance. CONCLUSION: The study's results contribute to the implementation of social exchange theory and related concepts in the banking sector of Pakistan, providing practical guidance for implementing virtuous practices within organizations and discouraging ostracism in banks to enhance overall performance. The study suggests that policies regarding the implementation of virtuous practices in organizations can be established, and workplace ostracism can be avoided by providing a platform for social gatherings and training employees. Managers should adopt appropriate leadership styles and relevant communication patterns to impact the organizational climate which can also help reduce the influence of ostracism in the organization. Additionally, a complaint cell should be established with complete confidentiality to reduce ostracism.

Harnessing Workplace Ostracism: Unleashing Proactive Behavior through Work Focus and Visionary Leadership.

Differing from prior studies which explored workplace ostracism's negative impacts, in this study, we try to explore ways to mitigate and harness workplace ostracism to encourage proactive behavior. By drawing on regulatory focus theory, we propose that workplace ostracism can increase proactive behavior via enhanced promotion focus and prevention focus. We collected questionnaire data at multiple time points from employees in private enterprises in China, and a structural equation model was primarily used to test the proposed model. The results of the study indicate that workplace ostracism positively relates to work focus, which, in turn, improves employees' proactive behavior. Visionary leadership only moderates the relationship between workplace ostracism and promotion focus. Employees who perceive high levels of visionary leadership exhibit an increase in promotion focus after experiencing workplace ostracism. This increase in promotion focus further enhances their proactive behavior. These research findings clarify the pathway and boundary conditions through which workplace ostracism positively influences proactive behavior. They also provide valuable insights for enterprises seeking to promote proactive behavior among employees.

When and how is depression associated with ostracism among college students? The mediating role of interpretation bias and the moderating role of awareness rather than acceptance.

Depression is closely related to individual social functions. The current study aimed to examine whether depression is associated with ostracism, whether interpretation bias mediates this relationship, and whether trait mindfulness moderates direct and indirect relationships between depression and ostracism. Overall, 389 Chinese college students completed the Center for Epidemiological Survey, Depression Scale, Interpretation Bias Questionnaire, Philadelphia mindfulness scale, and perceived ostracism scale at two-time points. Latent Profile analysis and moderated mediation analysis were performed. After controlling for sex and age, depression (t1) was positively correlated to perceived ostracism, with this relationship being partially mediated by negative interpretation bias (IBN, t2). The effect of IBN on perceived ostracism was weak when awareness was high at time 2. Acceptance had a non-significant moderating role in the relationship between IBN and perceived ostracism at time 2. LPA delineated three profiles: high awareness, high acceptance, and medium mindfulness. The moderating role of the different profiles in the relationship between IBN (t2) and perceived ostracism (t2) was significant. Depressed individuals appear to experience more ostracism because of IBN. Awareness might alleviate the effect of IBN on perceived ostracism.

Social Exclusion Effect on Self-Efficacy.

Research and theory indicate that self-efficacy can be influenced by factors related to persuasion, experiences of success, and emotional states. These factors can include situations that challenge people's beliefs about their abilities. Social exclusion is associated with deprivation of the need for control, low self-control, and low self-esteem. This study examined whether social exclusion might affect general self-efficacy beliefs. It was predicted that self-efficacy would be lower in the exclusion condition than in the inclusion condition and that satisfaction of the need for control and belonging would mediate the exclusion effect on self-efficacy. Feelings of control and belonging were manipulated using a Cyberball game in which participants were excluded or included in the online ball-tossing game. The results confirmed the hypotheses. Self-efficacy, belonging, and control were lower in ostracism than in the inclusion condition. Control and belonging were positively related to self-efficacy and mediated the effect of ostracism on self-efficacy. Research suggests that creating an environment that satisfies control and relatedness needs may foster self-efficacy and that each need is important.

The effects of cyber-ostracism on college students' aggressive behavior: a moderated mediation model.

Purpose: This study used questionnaire survey to explore the influence of cyber-ostracism on the aggressive behavior of college students. Specifically, this study explored the mediation role of the basic psychological needs satisfaction, and explored the moderating role of self-integrity. Method: An online questionnaire was designed through a questionnaire website, which was linked and transferred to college students nationwide. 377 valid questionnaires were obtained after excluding invalid questionnaires. Results: Cyber-ostracism had a significant positive predictive effect on the basic psychological needs satisfaction; Basic psychological needs satisfaction play a mediation role between cyber-ostracism and aggression. Self-integrity moderates the association between basic psychological needs and aggression.

Relationship between workplace ostracism and knowledge hiding; mediational role of reciprocity beliefs among college teachers.

Based on the social exchange theory and conservation of resources theory, the present research aimed to study the role of reciprocity beliefs in the relationship between workplace ostracism and knowledge hiding among college teachers. The study was conducted on a sample of 490 college teachers (i.e., 250 men & 240 women). The sample's age ranged from 24 to 58 years (M = 28, SD = 1.30). Psychometrically strong measurement tools were used to measure the constructs. Simple linear regression analysis demonstrated workplace ostracism as a significant positive predictor of knowledge hiding for college teachers. Mediation analysis demonstrated that negative and generalized reciprocity beliefs significantly mediated the relationship between workplace ostracism and knowledge hiding. This research will help organizations develop clear policies that encourage knowledge sharing and provide support systems for instructors with experience of ostracism. Limitations and suggestions of the current study for further empirical endeavors have also been discussed.

Psychometric properties and item response theory analysis of the Persian version of the social pain questionnaire.

Introduction: Social pain is an emotional reaction which is triggered by social exclusion and has been extensively investigated in the literature. The Social Pain Questionnaire (SPQ) is a self-report instrument which is the only scale for measuring social pain as a dispositional factor. The current study aimed at examining the psychometric properties of the SPQ in an Iranian sample. Materials and methods: A sample of participants (N = 400) was recruited in a cross-sectional validation study. Exploratory Factor Analysis (EFA) as well as Confirmatory Factor Analysis (CFA) were conducted. The Item Response Theory (IRT) model parameters were evaluated and item response category curves were presented. Convergent and divergent validities as well as the reliability (by using Cronbach's alpha coefficient) were also assessed. Results: The SPQ's unidimensionality was affirmed (RMSEA = 0.078; CFI = 0.915; TLI = 0.99) and its internal consistency was robust (Cronbach's α = 0.94). The correlation between the SPQ and the following measures endorsed its divergent and convergent validity: Self-esteem (r = -0.424), Perceived Social Support (r = -0.161), and Interpersonal Sensitivity (r = 0.636). Finally, Item Response Theory Analysis emphasized the effectiveness of the SPQ items in discerning various levels of social pain. The theta level ranged between -1 and + 1.2 and the IRT-based marginal reliability was 0.92 for the total score. Discussion: The Persian SPQ stands as a reliable and valid measure for evaluating social pain. This scale has the potential to stimulate further research in the field for both clinical and non-clinical settings. Conclusion: By employing Item Response Theory (IRT) analysis, we have transcended the theoretical psychometric evaluation of the SPQ scale and demonstrated that SPQ is a unidimensional, valid and reliable measurement tool.

Effects of two different social exclusion paradigms on ambiguous facial emotion recognition.

Social exclusion is an emotionally painful experience that leads to various alterations in socio-emotional processing. The perceptual and emotional consequences that may arise from experiencing social exclusion can vary depending on the paradigm used to manipulate it. Exclusion paradigms can vary in terms of the severity and duration of the leading exclusion experience, thereby classifying it as either a short-term or long-term experience. The present study aimed to study the impact of exclusion on socio-emotional processing using different paradigms that caused experiencing short-term and imagining long-term exclusion. Ambiguous facial emotions were used as socio-emotional cues. In study 1, the Ostracism Online paradigm was used to manipulate short-term exclusion. In study 2, a new sample of participants imagined long-term exclusion through the future life alone paradigm. Participants of both studies then completed a facial emotion recognition task consisting of morphed ambiguous facial emotions. By means of Point of Subjective Equivalence analyses, our results indicate that the experience of short-term exclusion hinders recognising happy facial expressions. In contrast, imagining long-term exclusion causes difficulties in recognising sad facial expressions. These findings extend the current literature, suggesting that not all social exclusion paradigms affect socio-emotional processing similarly.

Distinct neural dynamics of the observed ostracism effect in decision-making under risk and ambiguity.

Observational ostracism, as a form of social exclusion, can significantly affect human behavior. However, the effects of observed ostracism on risky and ambiguous decision-making and the underlying neural mechanisms remain unclear. This event-related potential study investigated these issues by involving participants in a wheel-of- fortune task, considering observed ostracism and inclusion contexts. The results showed that the cue-P3 component was more enhanced during the choice phase for risky decisions than for ambiguous decisions in the observed inclusion contexts but not in the observed ostracism contexts. During the outcome evaluation phase, feedback-related negativity amplitudes following both risky and ambiguous decisions were higher in the no-gain condition than in the gain condition in the observed inclusion context. In contrast, this effect was only observed following risky decisions in the observed ostracism context. The feedback-P3 component did not exhibit an observed ostracism effect in risky and ambiguous decision-making tasks. Risk levels further modulated the cue-P3 and feedback-related negativity components, while ambiguity levels further modulated the feedback-P3 components. These findings demonstrate a neural dissociation between risk and ambiguity decision-making during observed ostracism that unfolds from the choice phase to the outcome evaluation phase.

Does Ostracism Help Smokers Quit?

Research on the effects of stigmatizing on smokers shows that it is stressful to be reminded of one's devalued status and stigmatization might help or hinder quitting intentions. In this study, we asked smokers (N=277) to play an online ball-tossing Cyberball game, ostensibly with non-smoking strangers. Participants were randomly assigned to an ostracism (included or excluded) and concealment (smoking status concealed or revealed) manipulation. We found that exclusion led smokers (directly or via threat appraisals) to be more stressed, cognitively depleted, rejection sensitive, have fewer positive cognitions, see themselves at greater health risk, feel more internalized stigma, and be more interested in quitting, with stronger effects when their smoking status was revealed instead of concealed. These results suggest that concealment is imperfect in protecting against stigma and that exclusion (although stressful and cognitively taxing) can lead to cognitions, attitudes, and intentions helping smokers quit and thus leave their devalued identity. The results do not imply that one ought to stigmatize; stigmatizing smokers might be unethical or create barriers to health-seeking behaviors which could counteract structural efforts to help smokers quit. Future research should examine the role of self-affirmation to increase the effectiveness of health messages perceived as stigmatizing or identity threatening.

Ostracism Experiences of Sexual Minorities: Investigating Targets' Experiences and Perceptions by Others.

Lesbian, gay, and bisexual (LGB) people face frequent discrimination, maltreatment, and violence for transgressing gender roles upheld in heteronormative societies. Ostracism (i.e., being excluded and ignored) is likely another, understudied form of discrimination against sexual minorities. In a multi-method approach using a nationally representative panel (N = 4104) and experience sampling data (N = 467, 14 days, k = 926 ostracism experiences), we find that LGB individuals report more ostracism experiences than straight individuals. In line with the idea that ostracism toward sexual minorities occurs as a function of gender role nonconformity, lesbians and gay men are rated by an independent rater sample as more likely to be ostracized (k = 10,760 ratings) when they are also rated as more lesbian/gay and less gender role conforming. Our findings speak in favor of ostracism as a discriminatory experience of LGB individuals that is driven by transgressions of heteronormativity.

Mediating Effects of Guilt and Shame on the Helping Behavior of People who Have Witnessed Ostracism.

Social connections are fundamental to human well-being, yet ostracism can lead to mental and physical maladjustment. Ostracized individuals often attempt to reconnect, but their efforts can be hindered by feelings of helplessness and depression. This study examines factors that facilitate helping behavior toward ostracized individuals by third parties who witness the ostracism, that is, the mediating effects of guilt and shame on the effects of witnessing ostracism on subsequent helping behavior. Participants (n = 161) read scenarios depicting ostracism or inclusion situations and reported their likelihood to engage in helping behaviors and their feelings of guilt and shame after witnessing the events. Results indicated that guilt mediated a positive relationship between witnessing ostracism and subsequent helping behavior, whereas shame mediated a negative relationship. These findings are consistent with existing research on the prosocial motivation of guilt and the avoidance tendencies of shame. The results highlight the complex interplay of emotions in shaping bystander responses to ostracism and shed light on potential interventions to promote inclusive behaviors. By influencing the emotions of bystanders, prosocial actions based on guilt can be encouraged and avoidance based on shame can be discouraged, ultimately promoting a more inclusive society.

Profiles of Loneliness and Ostracism During Adolescence: Consequences, Antecedents, and Protective Factors.

This longitudinal study (N = 1078, 46% boys; 54% girls) examined profiles of loneliness and ostracism during adolescence and their consequences and antecedents. Longitudinal latent profiles analyses identified four distinct profiles: (1) High emotional loneliness (25%), High and increasing social loneliness (15%), High peer exclusion and high social impact (9%) and No peer problems (51%). Subsequent internalizing problems were typical for the High and increasing social loneliness profile and externalizing problems for the High emotional loneliness and High peer exclusion and high social impact profiles. Furthermore, effortful control, prosocial skills, and relationship quality with parents and teachers were highest in the No peer problems profile, whereas the High and increasing social loneliness profile had the lowest self-esteem and was characterized by low surgency/extraversion, high affiliativeness, and high negative affectivity.

How does proactive personality affect employee creativity and ostracism? The mediating role of envy.

When working alongside proactive colleagues, do you elevate yourself through benign envy or resort to malicious envy? To address this intriguing question, we constructed a model based on social comparison theory to measure the double-edged sword effects of proactive personality on employee outcomes. We hypothesized that proactive employees would induce two distinct tendencies in their peers-workplace ostracism and employee creativity-due to peer envy. The study analyzed 389 valid responses from full-time employees in Chinese organizations using structural equation modeling. Results indicate that proactive personality positively influences benign envy among peers, which in turn positively affects employee creativity. Moreover, benign envy mediates the relationship between proactive personality and employee creativity. On the other hand, proactive personality positively influences malicious envy among peers, which in turn positively affects workplace ostracism. Additionally, malicious envy mediates the relationship between proactive personality and workplace ostracism. This study intertwines personality, emotions, and workplace outcomes, thereby advancing the existing literature on social comparison theory. Additionally, it furnishes valuable insights for organizational human resource management, particularly in the realms of employee recruitment and workplace relationship management.

The effect of ostracism on prospective memory in problem solving.

Successfully generating plans, while seemingly straightforward, can be riddled with external and internal interferences. One important possible source of interference is ostracism, which has been consistently shown to induce negative psychological effects in various executive functions. Therefore, understanding the impact of unforeseen ostracism on planning is vital to a broad spectrum of the population, from university students, whose self-esteem partly derives from social acceptance, to healthcare professionals, whose performance oftentimes relies on peer feedback. An individual's ability to navigate through intended actions is an evaluation of their prospective memory (PM), which is traditionally divided into three consecutive phases: (1) planning, (2) recall, and (3) performance. This study primarily focused on the impacts of ostracism via Cyberball simulation on the first two phases of PM in the Tower of London (TOL), an assessment of executive functioning designed specifically to test planning ability during problem solving. Using Bayesian analysis, the study found substantial evidence of there being no difference in planning success between social exclusion and inclusion conditions. However, an individual's sex had significant effects on their planning success at baseline (i.e., inclusion condition). Surprisingly, there was no difference in performance between male participants and female participants when excluded, suggesting that ostracism may play an equalizing role. In addition, male participants both listed more moves at planning and recalled more moves, which led to no difference between sexes in terms of recall percentage. This study underscores a need to consider various factors such as sex and differing perceptions of ostracism when analyzing and addressing problem solving performance.

Work ethics and its relationship with workplace ostracism and counterproductive work behaviours among nurses: a structural equation model.

BACKGROUND: The organization's work ethics is the cornerstone to promoting positive nurses' behaviours and overcoming counterproductive ones. PURPOSE: The current study aims to explore the relationship between work ethics (WEs) and counterproductive work behaviours (CWB) among nurses and testify to the mediating role of workplace ostracism (WO) in this relationship. METHODS: A descriptive correlational study was conducted in an Egyptian hospital. A convenient sample of staff nurses (N = 369) who agreed to participate in the study answered work ethics, counterproductive work behaviours, and workplace ostracism questionnaires, which were proven to be valid and reliable study measures. Descriptive and inferential statistics were applied, and relationships were presented using structural equation modelling. ETHICAL CONSIDERATIONS: Ethics Committee approval, written informed consent, data privacy and confidentiality, and participants' rights to voluntary participation and withdrawal were maintained. RESULTS: The majority of nurses (78.5%) perceived a high level of work ethics while majority of nurses reporting low levels of counterproductive work behaviours and workplace ostracism (82.25%, 75.75%), respectively. In addition to the negative correlations, the findings revealed that WEs have a significant negative influence on each of CWB (ß - 0.482, p < 0.005) and WO (ß - 0.044, p < 0.005). The regression analysis showed that WEs can negatively predict about 15% of the variance in each of CWB and WO. On the other hand, WO has a positive effect on CWB (ß 0.035, p < 0.021) and mediates the relationship between WEs and CWB. DISCUSSION: Ostracism negatively affects the attitudes of nurses, which in turn results in negative behavioural outcomes (i.e., deviant behaviour). CONCLUSION: It is imperative for the hospital and nurse managers to establish a work environment that fosters support and cultivate work ethics and ethical work climate with the aim of managing negative work behaviours, enhancing nurses' retention and satisfaction, and eventually improving the quality of patient care.

It will (never) stop hurting: Do repeated or chronic experiences of exclusion lead to hyper- or hyposensitive psychological responses?

Unlike one-time lab manipulations of exclusion, in real life, many people experience exclusion, from others and from groups, over extended periods, raising the question of whether individuals could, over time, develop hypo- or hypersensitive responses to chronic exclusion. In Study 1, we subjected participants to repeated experiences of inclusion or exclusion (three Cyberball games, time lag of three days, N = 194; 659 observations). We find that repeatedly excluded individuals become hypersensitive to inclusion, but not to exclusion. Study 2 (N = 183) tested whether individuals with chronic experiences of real-world exclusion show hypo- or hypersensitive responses to a novel episode of exclusion. In line with Study 1, exclusion hurt to the same extent regardless of baseline levels of chronic exclusion in daily life. However, chronically excluded individuals show more psychological distress in general. We discuss theoretical and practical implications for dealing with chronically excluded individuals and groups.

The relationship between ostracism and negative risk-taking behavior: the role of ego depletion and physical exercise.

Background: As a major public health problem globally, negative risk-taking behavior of college students may be related to their ostracism experience, but the reason for this association is unclear. Based on the limited resource theory, combined with the integrative model of athletic performance, we tested a moderated mediation model in which ego depletion mediated the association between ostracism and risk-taking, and physical exercise moderated the mediation process to examine the mechanisms underlying the association between ostracism and negative risk-taking behavior. Methods: One thousand three hundred seven students (43% female) from four universities in China were recruited using cluster random sampling. The experience of being ostracized, ego depletion, physical exercise level, and negative risk-taking behavior were measured through an anonymous online questionnaire in "www.sojump.com." Results: After controlling for gender and grade in college, ostracism was positively related to negative risk-taking behavior; ego depletion mediated this relationship; and physical exercise level attenuated these direct and indirect relationships. Conclusion: The results highlight individual risk and protective factors associated with negative risk-taking behavior, and provide new perspectives on ways to prevent and reduce college students' negative risk-taking behavior.

Workplace ostracism influencing turnover intentions: Moderating roles of perceptions of organizational virtuousness and authentic leadership.

Workplace Ostracism is known to be a physically and emotionally painful experience. Even if it has a temporary and minor impact, it strongly predicts employee turnover intentions. Therefore, the purpose of this paper is to examine the moderating effects of perceptions of Organizational Virtuousness (OV) and Authentic Leadership (AL) in explaining the relationship between Workplace Ostracism (WO) and employees' Turnover Intentions (TI). Data were collected from 686 full-time employees using a non-probabilistic convenience sampling in India's Information Technology (IT) companies. The reliability and validity of scales were assessed using confirmatory factor analysis. Multiple hierarchical regression modeling was used to test the proposed hypotheses using IBM SPSS 23.0 with Process Macro 3.5. The present study's findings suggest that workplace ostracism is significantly related to employees' turnover intentions. Furthermore, perceptions of organizational virtuousness and authentic leadership moderated the relationship between workplace ostracism and employee turnover intentions. Employee turnover is a gigantic problem for IT firms in India. The present study offers valuable insights to managers to create awareness of workplace ostracism. Implementing managerial strategies rooted in positive psychology can help organizations create a more inclusive, supportive, and psychologically healthy work environment. This, in turn, can reduce the occurrence of workplace ostracism and turnover intentions.