Paradox mindset as an equalizer: A moderated mediated perspective on workplace ostracism.

Incorporating the conservation of resources theory as a comprehensive framework, this study investigates a cohesive conceptual model analyzing the impact of workplace ostracism on employees' innovative work behavior (IWB). The investigation further delves into the mediating influence of perceived control and the moderating roles of paradox mindset and support for innovation. Data collection employed a survey approach involving three-time lags through questionnaires administered to 513 employees within Pakistan's public sector organizations. The hypothesized relationships were evaluated using conditional process modeling. Our research sheds light on how perceived control mitigates the negative impact of ostracism. The paradox mindset is identified as a key moderator influencing cognitive resources and navigating ostracism. Support for innovation enhances the link between perceived control and innovative work behavior. In addition, limitations, future research directions, and implications of our findings for fostering creative workplaces are also discussed.

When a Negative Experience Sticks With You: Does the Revised Outcome Debriefing Counteract the Consequences of Experimental Ostracism in Psychological Research?

For research purposes, it is generally accepted that experimental ostracism manipulations can lead to a reduction of participants' well-being. To eventually restore participants' well-being, researchers rely on post-experimental debriefings that discredit prior deception. However, evidence suggests that discredited beliefs can persevere. The present research investigates whether a potent debriefing procedure restores participants' well-being after an experimentally induced ostracism experience. In two studies, participants were either excluded or included in a Cyberball game, indicated their well-being, and were debriefed. In two additional conditions, participants were debriefed before indicating their well-being. Ostracism compared to inclusion led to decreased positive and increased negative mood. The debriefing did not counteract this effect (Studies 1 & 2). Unwanted aftereffects of the manipulation persevered for more than one day after the experimental session (Study 2). These findings question the effectiveness of debriefings and raise issues about research ethics.

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.

Workplace ostracism in healthcare: Association with job satisfaction, stress, and perceived health.

AIMS: To examine (1) the association between healthcare workers' workplace ostracism and job satisfaction, stress and perceived health, and (2) whether this relationship is mediated by loneliness and self-esteem. DESIGN: A cross-sectional study. METHODS: Healthcare (N = 569) managers and employees (nurses, practical nurses, doctors and social workers) in Finland responded to a semi-structured survey in January 2021 and evaluated their experiences of workplace ostracism, job satisfaction, stress, perceived health, loneliness and self-esteem during the last year. To examine the association of these variables, linear regression and mediator model tests were performed. RESULTS: Workplace ostracism had a clear direct association with job satisfaction, stress and perceived health. Loneliness fully mediated the relationship between workplace ostracism, stress and perceived health, and partly mediated the association between workplace ostracism and job satisfaction. Self-esteem partly mediated the association between workplace ostracism, stress, job satisfaction and perceived health. CONCLUSION: The experience of workplace ostracism in organizations is a significant factor in job satisfaction, stress and perceived health. Healthcare organizations could strengthen job satisfaction and increase workers' well-being by strengthening social relationships in the organization and, via that, reducing turnover intention. IMPLICATIONS FOR THE PROFESSION AND PATIENT CARE: This study gives understanding and information to the healthcare profession on how workplace ostracism affects work well-being and workplace relationships. Workplace ostracism decreases interaction, which can also endanger patient care if information is not openly exchanged. IMPACT: This study indicated that workplace ostracism weakened job satisfaction more than loneliness. More commonality and consideration for others at work are needed because these factors may help increase work well-being and decrease exits from working life. Further research is needed on why workplace ostracism occurs in healthcare workplaces. REPORTING METHOD: STROBE. PATIENT OR PUBLIC CONTRIBUTION: No patient or public contribution.

Uncovering the underlying factors of ERP changes in the cyberball paradigm: A systematic review investigating the impact of ostracism and paradigm characteristics.

The Cyberball is the most commonly employed paradigm for the investigation of the effects of social exclusion, also called ostracism. The analysis of event-related potentials (ERPs), short-term stimulus-induced fluctuations in the EEG signal, has been employed for the identification of time-sensitive neural responses to ostracism-related information. Changes in ERPs during the Cyberball are normally attributed to the effect of ostracism, but it has been argued that characteristics of the paradigm, not ostracism, are the driving force for these changes. To elucidate the origin of the ERP changes in the Cyberball, we systematically reviewed the Cyberball-ERP literature of healthy, adult populations, and evaluated whether the social context of ostracism or characteristics of the paradigm are better suited for the explanation of the found results. Our results show that for many components no clear origin can be identified, but that expectancy violations, not ostracism, best explains the results of the P3 complex. Future research should therefore also employ other paradigms for the research into the effects of ostracism on ERPs.

The impact of gender-exclusive language on women's anticipated ostracism: A preregistered replication of Stout and Dasgupta (2011).

In a 2011 study, Stout and Dasgupta exposed men and women to what they termed gender-inclusive language, which used both male and female referents, or to what they termed gender-exclusive language, which used male referents only. They found that, in comparison to gender-inclusive language, a job description that used gender-exclusive language negatively impacted women; they reported higher anticipated job-based ostracism and perceived sexism and lower job-based motivation and identification. This work reports a high-powered, preregistered study with women that fully replicated Stout and Dasgupta's findings. Moreover, in an exploratory analysis, we found that, for women, gender-exclusive language is perceived as sexist, which in turn predicted feelings of greater anticipated ostracism, which in turn predicted lower job-based motivation and identification. Therefore, our findings support past research that subtle linguistic cues can be interpreted as exclusionary, that this interpretation can trigger negative outcomes, and that people can experience group-level ostracism based on their social identity.

The mediating role of social ostracism in the effect of social media addiction on loneliness in adolescents.

OBJECTIVE: This study aimed to determine the mediating role of social ostracism in the effect of social media addiction on loneliness in adolescents. METHODS: This descriptive and cross-sectional study was conducted with 1225 adolescent students attending high school in a province in Eastern Turkey between 30 May 2023 and 01 August 2023. The study data were collected using the "Personal Information Form", "Bergen Social Media Addiction Scale", "UCLA Loneliness Scale-Short Form" and "Ostracism Experience Scale for Adolescents". The analysis of the study data was performed by using SPSS 22.0, AMOS V 24.0, and G*Power 3.1 Statistical package software. RESULTS: It was determined that the model created in line with the determining the mediating role of social ostracism in the effect of social media addiction on loneliness in adolescents was compatible and the model fit indices were within the desired limits x2/df = 4.481, RMSEA = 0.05, CFI = 0.96, GFI = 0.96, AGFI = 0.94, IFI = 0.96. Social media addiction has been found to affect loneliness and social ostracism (p < 0.05). It was found that social ostracism affected the level of loneliness (p < 0.05). It was determined that social ostracism had a mediating role in the effect of social media addiction on loneliness (p < 0.05). CONCLUSION: As the level of social media addiction increases, the level of loneliness and social ostracism increases. As the level of social ostracism increases, the level of loneliness increases. Longitudinal studies on the factors affecting loneliness are recommended. PRACTICE IMPLICATIONS: In order to reduce the loneliness and social ostracism levels of adolescents, their access to social media should be controlled. Programs to reduce social ostracism should be designed.

You can't play with us: First-person ostracism affects infants' behavioral reactivity.

Ostracism negatively affects fundamental psychological needs, induces physiological and behavioral changes, and modulates the processing of social information in adults. Yet little is known about children and preverbal infants' responses to first-person experiences of ostracism. The current study aimed to explore the efficacy of a triadic ball-tossing game in manipulating social inclusion and ostracism with 13-month-old infants (N = 84; 44% males; mostly White; tested from 2019 to 2022) by developing an observational coding system. Infants' behaviors were recorded while participating in a ball-tossing game where they were either included or ostracized from the game. Ostracized, but not included, infants showed an increase in negative emotionality and involvement behaviors, thus suggesting that behavioral responses to being ostracized emerge early in life.

Do targets of ostracism truthfully communicate their emotional reactions to sources?

Ostracism triggers negative emotions such as sadness, anger, and hurt feelings. Do targets of ostracism truthfully share their emotions with the sources of ostracism? Drawing on past research on social-functional accounts of emotions and interpersonal emotion regulation, we investigated the possibility that targets may misrepresent their emotions (i.e., gaming emotions). We conducted three experiments (N = 1058; two pre-registered) using an online ball-tossing game, in which participants were randomly assigned to be included or ostracized. Consistent with the literature, we found that ostracized individuals were more hurt, sad, and angry than included individuals. However, we found little and inconsistent evidence that ostracized (vs included) individuals misrepresented their emotional reactions to the sources. Further, Bayesian analyses offered more support against misrepresentation of emotions. These findings suggest that targets of ostracism truthfully communicated their social pain to the sources.

Ostracism modulates children's recognition of emotional facial expressions.

Ostracism has been shown to induce considerable physiological, behavioral and cognitive changes in adults. Previous research demonstrated its effects on children's cognitive and behavioral abilities, but less is known about its impact on their capacity to recognize subtle variations in social cues. The present study aimed at investigating whether social manipulations of inclusion and ostracism modulate emotion recognition abilities in children, and whether this modulation varies across childhood. To do so, 5- and 10-year-old children participated in a computer-based ball tossing game called Cyberball during which they were either included or ostracized. Then, they completed a facial emotion recognition task in which they were required to identify neutral facial expressions, or varying levels of intensity of angry and fearful facial expressions. Results indicated lower misidentification rates for children who were previously ostracized as compared to children who were previously included, both at 5 and 10 years of age. Moreover, when looking at children's accuracy and sensitivity to facial expressions, 5-year-olds' decoding abilities were affected by the social manipulation, while no difference between included and ostracized participants was observed for 10-year-olds. In particular, included and ostracized 10-year-old children as well as ostracized 5-year-olds showed higher accuracy and sensitivity for expressions of fear as compared to anger, while no such difference was observed for included 5-year-olds. Overall, the current study presents evidence that Cyberball-induced inclusion and ostracism modulate children's recognition of emotional faces.

Facing ostracism: micro-coding facial expressions in the Cyberball social exclusion paradigm.

BACKGROUND: Social exclusion is often measured with the Cyberball paradigm, a computerized ball-tossing game. Most Cyberball studies, however, used self-report questionnaires, leaving the data vulnerable to reporter bias, and associations with individual characteristics have been inconsistent. METHODS: In this large-scale observational study, we video-recorded 4,813 10-year-old children during Cyberball and developed a real-time micro-coding method measuring facial expressions of anger, sadness and contempt, in a multi-ethnic population-based sample. We estimated associations between facial expressions and self-reported negative feelings, explored associations of child characteristics such as sex and parental national origin with observed and self-reported feelings during social exclusion, and tested associations of observed and self-reported feelings during social exclusion with behavior problems at age 14. RESULTS: Facial expressions of sadness and anger were associated with self-reported negative feelings during the game, but not with such feelings after the game. Further, girls reported to have had less negative feelings during the game than boys, but no such sex-differences were found in total observed emotions. Likewise, children with parents of Moroccan origin reported less negative feelings during the game than Dutch children, but their facial expressions did not indicate that they were differently affected. Last, observed emotions related negatively to later internalizing problems, whereas self-report on negative feelings during the game related positively to later internalizing and externalizing problems. CONCLUSIONS: We show that facial expressions are associated with self-reported negative feelings during social exclusion, discuss that reporter-bias might be minimized using facial expressions, and find divergent associations of observed facial expressions and self-reported negative feelings with later internalizing problems.

Ostracism and sharing in an intergroup context.

Previous research suggests that social exclusion is linked to a decrease in individuals' prosocial behavior. However, this effect has not been examined in an intergroup context. We manipulated social acceptance (using the Cyberball game) to examine participants' sharing with ingroup or outgroup members in a minimal group paradigm. Results revealed that when the prospective recipient was a group member who rejected them, socially excluded participants shared less than their socially accepted counterparts. However, when faced with members of an outgroup, socially excluded participants showed similar levels of prosocial behavior as their socially accepted counterparts. Further results suggest that the tendency of socially excluded participants to act in a less prosocial manner toward members of a group that had rejected them was generalized to the group as a whole (including group members with whom there had been no previous interaction). We discuss the theoretical and practical implications of these findings.

Post COVID-19 workplace ostracism and counterproductive behaviors: Moral leadership.

BACKGROUND: The wide proliferation of Covid-19 has impacted billions of people all over the world. This catastrophic pandemic outbreak and ostracism at work have posed challenges for all healthcare professionals, especially for nurses, and have led to a significant increase in the workload, several physical and mental problems, and a change in behavior that is more negative and counterproductive. Therefore, leadership behaviors that are moral in nature serve as a trigger and lessen the adverse workplace effects on nurses' conduct. AIM: this research is directed to explore the impact of post-COVID-19 workplace ostracism on nurses' counterproductive behavior and examine the role of moral leadership as a mediating factor in post-COVID-19 workplace ostracism and nurses' counterproductive behavior. ETHICAL CONSIDERATION: Ethical review and approval Was received from Ethical Committee at the Faculty of Nursing, Alexandria University, Egypt. METHODS: A cross-sectional and correlation study was implemented in all units of medical, surgical, critical and intensive care units by using three tools; moral leadership questionnaire, Workplace Ostracism Instrument (WOS), and Counterproductive Work Behaviors Questionnaire (CWBs). A convenient sample of 340 from 699 bedside nurses was granted. RESULTS: This study revealed that nurses' perceived moderate mean percent (55.49 ± 3.46) of overall workplace ostracism and counterproductive behavior (74.69 ± 6.15). However, they perceived a low mean percentage of moral leadership. There was a significant positive correlation between workplace ostracism and counterproductive behavior. Otherwise, a significant negative correlation was found between moral leadership, workplace ostracism and counterproductive behavior. Also, this study proved the mediating effect of moral leadership in decreasing workplace ostracism by 79.3% and counterproductive behavior by 36.7%. CONCLUSION: Hospital administrators need to be aware of the significance of moral leadership and apply integrity in the clinical setting to reduce the drawback of isolation on nurses' conduct and increase value for the organization as a whole and nurses in particular.

Sensitivity to ostracism is blunted in suicide attempters only when they report suicidal ideation.

BACKGROUND: Modified pain perception is at the core of many theories on suicide; however, studies on the relationship between pain perception and suicidal behavior (attempt) have produced contradictory results. In this experimental study, we investigated whether physical pain and social pain are concomitantly influenced by suicidal ideation (SI) and past suicidal behavior. METHODS: 155 inpatients with depression (90 with and 65 without past history of suicide attempt) were included. They underwent thermal stimulation of the skin to assess physical pain tolerance and played the Cyberball game to assess their sensitivity to ostracism (social pain). Participants self-assessed current SI through the specific item in the Beck Depression Inventory. RESULTS: Pain tolerance was not associated with history of suicide attempt, current SI, and their interaction. Social pain was associated with the interaction between history of suicide attempt and current SI. Social pain was decreased in suicide attempters, compared with non-attempters, only when they reported current SI. LIMITATIONS: Cyberball game may not be representative of everyday stress and ecological social context. CONCLUSIONS: Unlike what suggested by many theories, pain tolerance does not seem to be necessary to attempt suicide. Suicide attempters with current SI displayed blunted sensitivity to ostracism and could be less willing to restore social affiliation compared with non-attempters.

Workplace ostracism and organizational deviance: A self-regulatory perspective.

Grounded in self-regulation theory, this research assesses the relationship between employees' experiences of workplace ostracism and organizational deviance, further exploring the mediating function of procrastination and the buffering role of psychological flexibility. Results based on longitudinal (three-wave) data collected from employees in North American organizations illustrate that workplace ostracism elicits organizational deviance because employees suffer from impaired self-regulation, shown through procrastination. Accordingly, this study identifies procrastination as a way by which workplace ostracism facilitates organizational deviance but highlights that the association between procrastination and deviant behavior is mitigated when employees can actively engage in psychological flexibility. Examining the interplay between these variables may present an opportunity to potentially understand how to curb adverse workplace outcomes by encouraging employees to adapt their behaviors in the pursuit of organizational goals, despite the distracting thoughts and emotions associated with the experience of workplace ostracism.

Effects of Workplace Ostracism on Burnout among Nursing Staff during the COVID-19 Pandemic, Mediated by Emotional Labor.

This study investigated the effects of workplace ostracism on emotional labor and burnout among current nursing staff during the COVID-19 pandemic, as well as the relationship between the surface acting and deep acting of emotional labor as the mediators of workplace ostracism and burnout. The sample for this study consisted of 250 nursing staff recruited from Taiwanese medical institutions, and the questionnaire was divided into two stages. The first stage included questions about ostracism and personal data, and then two months later the same respondents completed part two of the questionnaire regarding emotional labor and burnout, which solved the problem of common-method variance (CMV). The results of this study indicate that ostracism had a positive and significant effect on burnout and surface acting, but its negative effect on deep acting was not supported. While surface acting showed partial mediation between ostracism and burnout, deep acting did not have a significant mediating effect between ostracism and burnout. These results can provide a reference for practice and researchers.

Vicarious ostracism reduces observers' sense of agency.

Previous findings revealed that social ostracism reduces people's implicit sense of agency. Based on theoretical claims that observed behavior of others may be cognitively represented similarly to one's own behavior, we conducted two experiments to test whether people's own sense of agency can also be impaired by observed social exclusion of others. In Experiment 1, participants recalled episodes referring to vicarious ostracism or inclusion before completing a temporal interval estimation task to assess intentional binding effects (an established implicit measure of the sense of agency). In Experiment 2, participants immersed into a newly designed virtual Cyberball game, in which they witnessed a vicarious ostracism or inclusion scenario, before completing a Libet-style temporal estimation task and an agency questionnaire (an explicit measure of the sense of agency). The findings show, for the first time, that vicarious ostracism reduces both implicit and explicit measures of agency in observers.

Acute Ostracism-Related Pain Sensitization in the Context of Accumulated Lifetime Experiences of Ostracism.

Ostracism (ie, being ignored/excluded) is a form of social adversity that powerfully impacts health and well-being. While laboratory research indicates that experimentally manipulated experiences of ostracism impact pain, findings have been mixed. Prior investigations have not considered moderating or main effects of individual histories of ostracism, and have been limited in the scope of their pain testing. In this study, participants without current pain reported lifetime experiences of ostracism prior to a laboratory visit where they were randomized to experience either a single episode of ostracism (ie, acute ostracism) or control condition that was immediately followed by quantitative sensory testing. Results indicate that the experimental effect of a single episode of ostracism on pain ratings, after-sensations, and temporal summation of pain is moderated by lifetime ostracism; no main effects were found. For individuals with histories of more lifetime ostracism, encountering a single episode of ostracism led to greater pain sensitization relative to the control condition, whereas no experimental effect was observed for individuals with little lifetime exposure to ostracism. These findings indicate that acute experiences of ostracism may be accompanied by periods of hyperalgesia for people who are chronically ostracized, implicating ostracism as a potential social moderator of pain sensitization. People who are stigmatized may therefore experience enhanced pain burden with repeated and accumulating experiences of ostracism. PERSPECTIVE: Results suggest that in the context of accumulated lifetime experiences of ostracism, single experiences of ostracism evoke central sensitization. In this way, ostracism may function to trigger central sensitization and shape socially- and societally-determined patterns of pain burden and disparity.

"Helping Mentally Ill, a Reward Both in this Life and After": A Qualitative Study Among Community Health Professionals in Somaliland.

This study aimed to describe the experiences of community mental health workers, predominantly female, nurses and doctors providing community-based mental health services in Borama, Somaliland. A qualitative explorative study using focus group discussions was conducted. Data were collected from three focus group discussions with 22 female community health workers, two medical doctors, and two registered nurses and analyzed using content analysis with an inductive approach. Three main categories were identified from the analysis: (1) bridging the mental health gap in the community; (2) working in a constrained situation; and (3) being altruistic. Overall, the community mental health workers felt that their role was to bridge the mental health gap in the community. They described their work as a rewarding and motivated them to continue despite challenges and improving community healthcare workers' work conditions and providing resources in mental health services will contribute to strengthening mental health services in Somaliland.

Intensity, intent, and ambiguity: Appraisals of workplace ostracism and coping responses.

Using both correlational and experimental designs across four studies (N = 1251 working individuals), the current project aimed to contribute to the understanding of workplace ostracism by studying two research questions. First, we tested whether the subjective experience of targets reflects the current theorizing of ostracism. Second, drawing from the transactional theory of stress and coping, we investigated whether this subjective experience impacts targets' coping responses. Findings based on exploratory and confirmatory factor analyses supported the current theorizing of workplace ostracism such that perceived intensity, intent, and ambiguity were reflected in how targets appraised being ostracized at work. The appraisals were also related to coping responses. Perceived intensity predicted more approach-oriented (e.g., confrontation) and less avoidance-oriented coping responses (e.g., minimization). While attributions of intent also predicted some coping responses (e.g., instrumental support seeking), the explanatory power of perceived ambiguity was lower than the other two appraisals. Although these researcher-defined dimensions may be reflective of targets' experience, we propose that predictions made based on these dimensions need further refinement. The theoretical and practical significance of these findings are discussed in relation to how workplace ostracism is typically studied in the literature.