An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.

Multiperspective frameworks, such as the social relations model, socioanalytic theory, the realistic accuracy model, the self-other knowledge asymmetry model, and the trait-reputation-identity model, have advanced understanding of personality over the last 40 years. Due to a resurgence of interest in multiperspective research on personality and other constructs in organizational psychology, we conducted an integrative conceptual review of these specific multirater frameworks and their application in work settings. Our review identifies similarities and differences in these frameworks and suggests that they collectively represent an invaluable resource for personality researchers and the broader field of organizational psychology. Through our review, we distinguish multiperspective frameworks from similar approaches (e.g., multirater designs), track the evolution of these frameworks, and leverage current applications of these frameworks to craft a future research agenda. Our review serves as a roadmap to help scholars apply multiperspective logic more thoroughly and systematically in personality research and beyond. We close with a discussion of practical implications. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The antecedents and outcomes of workplace ostracism: A meta-analysis.

Researchers have shown great interest in the antecedents and outcomes of workplace ostracism, which has led to an expansive body of research. In light of this work, the current article fulfills the need for a comprehensive review and meta-analysis of the antecedents and outcomes associated with workplace ostracism. We begin our review by adapting a victimization perspective to understand ostracism as a triadic social process between the victim, perpetrator, and the environment. The meta-analytic results then support that leadership characteristics are the strongest related antecedents of workplace ostracism, followed by certain aspects of personality (e.g., Big Five) and contextual characteristics (e.g., social support). The results also show that workplace ostracism very strongly relates to deviance, and it strongly relates to other performance outcomes (e.g., core-performance, helping, voice), well-being outcomes (e.g., psychological well-being, emotions, self-perceptions), and organizational perceptions (e.g., job satisfaction, commitment, justice). We also show that the relationship of performance, well-being, emotions, and self-perceptions when measured after ostracism was comparable to their relationship when measured before ostracism. These results suggest that the outcomes of ostracism are less certain than previously thought, as they may instead be antecedents of ostracism. Finally, we call for future research to investigate this notion, along with further integration of the victimization perspective as well as the study of contextual predictors and moderators. (PsycInfo Database Record (c) 2020 APA, all rights reserved).