Akademisyenlerde örgütsel dışlanma ve tükenmişlik: kişilik özelliklerinin yordama gücü ve pozitif ve negatif duygulanımın aracı rolü

Örgütsel dışlanma ve tükenmişlik değişkenlerini akademisyenler üzerinde ele alan bu çalışmanın üç amacı vardır. Birincisi dışlanma ve tükenmişliğin akademisyenlerin cinsiyetlerine ve unvanlarına göre farklılaşıp farklılaşmadığını test etmektir. İkincisi beş faktör kişilik özelliklerinin örgütsel dışlanma ve tükenmişliği yordama düzeylerini tespit etmektir. Üçüncüsü ise örgütsel dışlanma ve tükenmişlik ilişkisinde pozitif ve negatif duygulanımın aracı rolünü saptamaktır. Araştırma verileri Türkiye’deki devlet üniversitelerinin iktisadi ve idari bilimler fakültelerine bağlı bölümlerinde görev yapan 446 (188’i kadın, 258’i erkek) akademisyenden, kolayda örnekleme yöntemi ile elde edilmiştir. Karşılaştırma testleri, regresyon ve PROCESS Macro analizleri yapılmıştır. Bulgular, örgütsel dışlanmanın erkekler tarafından daha fazla algılandığını göstermiştir. Profesör unvanlı öğretim üyeleri diğer unvanlarla karşılaştırıldığında daha az tükenmişlik hissetmektedirler. Beş faktör kişilik modelinden sorumluluk kişilik özelliği negatif yönde, nevrotiklik pozitif yönde örgütsel dışlanmayı yordamaktadır. Nevrotiklik pozitif yönde, sorumluluk, deneyime açıklık ve dışadönüklük özellikleri ise negatif yönde tükenmişliği açıklamaktadır. Örgütsel dışlanma ve tükenmişlik ilişkisinde pozitif ve negatif duygulanımın aracı rolüne ilişkin araştırma modeli desteklenmiştir.

Anahtar Kelimeler:

Örgütsel Dışlanma, Tükenmişlik, Pozitif ve Negatif Duygulanım, Beş Faktör Kişilik Özellikleri

Workplace ostracism and burnout among academics: the predictive power of personality traits and the mediator role of positive and negative affects

This study, which deals with workplace ostracism and burnout among academics, has three purposes. The first is to test whether ostracism and burnout differ according to the gender and titles of academics. The second is to determine the predictive levels of the five-factor personality traits on workplace ostracism and burnout. The third is to determine the mediator role of positive and negative affects in the relationship between workplace ostracism and burnout. The research data were obtained using a convenience sampling method from 446 (188 female, 258 male) academics working in the departments of economics and administrative sciences faculties of state universities in Turkey. Comparison tests, regressions, and PROCESS Macro analyses were performed. The findings showed that workplace ostracism was perceived more by males. Faculty members with the professor title felt less burnout than other titles. The conscientiousness personality trait of the five-factor personality model negatively predicts workplace ostracism, while neuroticism positively predicts workplace ostracism. Neuroticism positively predicts burnout, while conscientiousness, openness to experience, and extraversion traits negatively predict burnout. The research model regarding the mediator role of positive and negative affects in the relationship between workplace ostracism and burnout was supported.

Keywords:

Workplace Ostracism, Burnout, Positive and Negative Affects, Big Five Personality Traits,

PDF

___

Alarcon, G., Eschleman, K. J., & Bowling, N. A. (2009). Relationships between personality variables and burnout: A meta-analysis. Work & Stress, 23(3), 244-263. doi: 10.1080/02678370903282600
Ang, S. Y., Dhaliwal, S. S., Ayre, T. C., Uthaman, T., Fong, K. Y., Tien, C. E., Zhou, H., & Della, P. (2016). Demographics and personality factors associated with burnout among nurses in a Singapore Tertiary Hospital. BioMed Research International, 2016(6960184). doi: 10.1155/2016/6960184
Anjum, M. A., Liang, D., Ahmed, A., & Parvez, A. (2022a). Understanding how and when workplace ostracism jeopardizes work effort. Management Decision, 60(7), 1793-1812. doi: 10.1108/MD-02-2021-0195
Anjum, M. A., Liang, D., Durrani, D. K., & Ahmed, A. (2022b). Workplace ostracism and discretionary work effort: A conditional process analysis. Journal of Management & Organization, 28(2), 226–243. doi:10.1017/jmo.2019.14
Artar, M., Adıgüzel, Z., & Erdil, O. (2019). Örgütlerde yöneticiye duyulan güvenin, psikolojik sözleşme ihlali, örgütsel dışlanma ve iş tatmini arasındaki ilişkilerin incelenmesi. İşletme Araştırmaları Dergisi, 11(3), 1417-1432. doi: 10.20491/isarder.2019.680
Bakker, A. B., Van Der Zee, K. I., Lewig, K. A., & Dollard, M. F. (2006). The relationship between the big five personality factors and burnout: A study among volunteer counselors. The Journal of Social Psychology, 146(1), 31-50. doi: 10.3200/SOCP.146.1.31-50
Basım, H. N., Çetin, F., & Tabak, A. (2009). Beş faktör kişilik özelliklerinin kişilerarası çatışma çözme yaklaşımlarıyla ilişkisi. Türk Psikoloji Dergisi, 24(63), 20-34.
Baumeister, R. F., & Leary, M. R. (1995). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117(3), 497–529. doi: 10.1037/0033-2909.117.3.497
Benet-Martinez, V., & John, O. P. (1998). Los cinco grandes across cultures and ethnic groups: Multitrait multimethod analyses of the big five in Spanish and English. Journal of Personality and Social Psychology, 75(3), 729-750. doi: 10.1037/0022-3514.75.3.729
Bruck, C. S., & Allen, T. D. (2003). The relationship between big five personality traits, negative affectivity, type A behavior, and work–family conflict. Journal of Vocational Behavior, 63, 457–472. doi:10.1016/S0001-8791(02)00040-4
Büyüköztürk, Ş. (2012). Sosyal Bilimler İçin Veri Analizi El Kitabı İstatistik, Araştırma Deseni SPSS Uygulamaları ve Yorum. Ankara: Pegem Akademi Yayıncılık.
Chen, Y., & Li, S. (2019). The relationship between workplace ostracism and sleep quality: A mediated moderation model. Front. Psychol., 10(319). doi: 10.3389/fpsyg.2019.00319
Choi, Y. (2019). The moderating effect of leader member exchange on the relationship between workplace ostracism and psychological distress. Asia-Pacific Journal of Business Administration, 11(2), 146-158. doi: 10.1108/APJBA-11-2018-0205
Chung, Y. W. (2018). Workplace ostracism and workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment. Anxiety Stress Coping, 31(3), 304-317. doi: 10.1080/10615806.2018.1424835
Dargah, H. G., & Estalkhbijari, Z. P. (2012). The relationship between the big five personality factors and job burnout. International Journal of Asian Social Science, 2(11), 1842-1850.
De Clercq, D., Haq, I. U., & Azeem, M. U. (2019). Workplace ostracism and job performance: Roles of self-efficacy and job level. Personnel Review, 48(1), 184-203. doi: 10.1108/PR-02-2017-0039
Deniz, M. E., Arslan, C., Özyeşil, Z., & İzmirli, M. (2012). Öz-anlayış, yaşam doyumu, negatif ve pozitif duygu: Türk ve diğer ülke üniversite öğrencileri arasında bir karşılaştırma. Mehmet Akif Ersoy Üniversitesi Eğitim Fakültesi Dergisi, 12(23), 428 – 446.
Deniz, A. & Kaya, Ç. (2021). Çağrı merkezlerinde iş yükünün işte tükenmişlik duygusu üzerindeki etkisi. Journal of Life Economics. 8(1), 81-92. doi: 10.15637/jlecon.8.1.08
Diener, E., & Emmons, R. A. (1984). The independence of positive and negative affect. Journal of Personality and Social Psychology, 47(5), 1105–1117. doi: 10.1037/0022-3514.47.5.1105
Diener, E., & Larsen, R. J. (1984). Temporal stability and cross-situational consistency of affective, behavioral, and cognitive responses. Journal of Personality and Social Psychology, 47(4), 871-883. doi: 10.1037/0022-3514.47.4.871
Ergin, C. (1992). Doktor ve hemşirelerde tükenmişlik ve Maslach Tükenmişlik Ölçeğinin uyarlanması. VII. Ulusal Psikoloji Kongresi Bilimsel Çalışmaları El Kitabı, Ankara, 143-154.
Erkutlu, H., & Chafra, J. (2016). Impact of behavioral integrity on workplace ostracism- The moderating roles of narcissistic personality and psychological distance. Journal of Applied Research in Higher Education, 8(2), 222-237. doi: 10.1108/JARHE-01-2015-0007
Fatima, T., Bilal, A. R., Imran, M. K., & Sarwar, A. (2021). Manifestations of workplace ostracism: an insight into academics’ psychological well-being. South Asian Journal of Business Studies, doi: 10.1108/SAJBS-03-2019-0053
Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the workplace ostracism scale. Journal of Applied Psychology, 93(6), 1348–1366. doi: 10.1037/ a0012743
Gençöz, T. (2000). Pozitif ve negatif duygu ölçeği: Geçerlik ve güvenirlik çalışması. Türk Psikoloji Dergisi, 15(46), 19-26.
Gholipour, A., Kalali, N. S., Anvari, M. R. A., & Yazdani, H.R. (2011). Investigation of the effects of the big five personality traits on job burnout: Survey in an Iranian hospital. International Conference on Economics and Finance Research (ICEFR 2011), 4, 180-187.
Grandey, A. A., & Cropanzano, R. (1999). The conservation of resources model applied to work – family conflict and strain. Journal of Vocational Behavior, 54(2), 350–370. doi: 10.1006/jvbe.1998.1666
Gürsel, Ö. (2018). Örgütsel sessizlik ve sinizm ilişkisinde örgütsel dışlanmanın aracılık rolü: belediye çalışanları üzerine bir inceleme. (Yayımlanmamış doktora tezi). Sakarya Üniversitesi İşletme Enstitüsü, Sakarya.
Güzel, H. Ç., & Altındağ, Ö. (2017). Hastane çalışanlarında tükenmişlik sendromunun bel ağrısı, boyun ağrısı, ruhsal durum ve yaşam kalitesi ile ilişkisi. Cumhuriyet Üniversitesi Sağlık Bilimleri Enstitüsü Dergisi, 1(1), 36-45.
Halbesleben, J. R. B., & Buckley, M. R. (2004). Burnout in organizational life. Journal of Management, 30(6), 859–879. doi: 10.1016/j.jm.2004.06.004
Halis, M., & Demirel, Y. (2016). Sosyal desteğin örgütsel soyutlama (dışlanma) üzerine etkisi. Kastamonu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 11(1), 318-335.
Haque, A., & Aslam, M. S. (2011). The influence of demographics on job burnout. Far East Journal of Psychology and Business, 4(2), 57-72.
Harvey, M., Moeller, M., Kiessling, T, & Dabic, M. (2019). Ostracism in the workplace: ‘Being voted off the island’. Organizational Dynamics, 48(4), 100675. doi: 10.1016/j.orgdyn.2018.08.006
Hayes, A. F. (2018). Introduction to mediation, moderation, and conditional process analysis. Guilford Press.
Hitlan, R. T., & Noel, J. (2009). The influence of workplace exclusion and personality on counterproductive work behaviours: An interactionist perspective. European Journal of Work and Organizational Psychology, 18(4), 477-502. doi: 10.1080/13594320903025028
Howard, M. C., Cogswell, J. E., & Smith, M. B. (2020). The antecedents and outcomes of workplace ostracism: A meta-analysis. Journal of Applied Psychology, 105(6), 577-596. doi: 10.1037/apl0000453
İzci, Ç. (2018). Akademik kurumlarda örgütsel adalet ve dışlanma ilişkisi: Araştırma görevlileri üzerine bir araştırma. Trakya Üniversitesi Sosyal Bilimler Dergisi, 20(2), 177-194. doi: 10.26468/trakyasobed.502209
Jex, S. M., & Spector, P. E. (1996). The impact of negative affectivity on stressor-strain relations: A replication and extension. Work & Stress, 10(1), 36–45. doi: 10.1080/02678379608256783
Jiang, H., Jiang, X., Sun, P., & Li, X. (2021). Coping with workplace ostracism: the roles of emotional exhaustion and resilience in deviant behavior. Management Decision, 59(2), 358-371. doi: 10.1108/MD-06-2019-0848
Karabey, C. N. (2014). İşyerinde Dışlanma. Ankara: İmaj Yayıncılık.
Karadağ E., & Polat G., (2021). Yükseköğretimde örgütsel güç kaynakları ve akademik dışlanmışlık ilişkisi üzerine bir araştırma. Yükseköğretim ve Bilim Dergisi/Journal of Higher Education and Science, 11(2), 360-366. doi: 10.5961/jhes.2021.455
Karim, D. N., Majid, A. H. A., Omar, K., & Aburumman, O. J. (2021). The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in higher education institutions. Heliyon, 7(6), e07280. doi: 10.1016/j.heliyon.2021.e07280
Kaya, Ç., Ataman, G., & Yener Aydın, B. (2017). Workplace ostracism and work engagement: The moderating role of neuroticism. International Journal of Business and Management, V(2), 17-28. doi: 10.20472/BM.2017.5.2.002
Keshf, Z., & Anjum, A. (2020). Ostracism, personality and workplace deviant behaviours in employees of private organization. Journal of Behavioural Sciences, 30(1), 4-24.
Kim, H. J., Shin, K. H., & Swanger, N. (2009). Burnout and engagement: A comparative analysis using the big five personality dimensions. International Journal of Hospitality Management, 28(1), 96–104. doi:10.1016/j.ijhm.2008.06.001
Kılıç, S. (2016). Cronbach’ın alfa güvenirlik katsayısı. Journal of Mood Disorders, 6(1), 47-48. doi: 10.5455/jmood.20160307122823
Lee, R. T., & Ashforth, B. E. (1996). A meta-analytic examination of the correlates of the three dimensions of job burnout. Journal of Applied Psychology, 81(2), 123-133. doi: 10.1037/0021-9010.81.2.123
Leung, A. S. M., Wu, L. Z., Chen, Y. Y., & Young, M. N. (2011). The impact of workplace ostracism in service organizations. International Journal of Hospitality Management, 30(4), 836-844. doi: 10.1016/j.ijhm.2011.01.004
Li, M., Xu, X., & Kwan, H. K. (2021). Consequences of workplace ostracism: A meta-analytic review. Frontiers in Psychology, 12, 641302. doi: 10.3389/fpsyg.2021.641302
Little, L. M., Simmons, B. L., & Nelson, D. L. (2007). Health among leaders: Positive and negative affect, engagement and burnout, forgiveness and revenge. Journal of Management Studies, 44(2), 243-260.
Liu, F., Liu, D., Zhang, J., & Ma, J. (2019). The relationship between being envied and workplace ostracism: The moderating role of neuroticism and the need to belong. Personality and Individual Differences, 147(1), 223-228. doi: 10.1016/j.paid.2019.04.040
Mao, Y., Liu, Y., Jiang, C., & Zhang, I. D. (2018). Why am I ostracized and how would I react?—A review of workplace ostracism research. Asia Pacific Journal of Management, 35(3), 745–767. doi: 10.1007/s10490-017-9538-8
Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Occupational Behavior, 2, 99–113.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52, 397-422.
Morgan, B., & de Bruin, K. (2010). The relationship between the big five personality traits and burnout in South African university students. South African Journal of Psychology, 40(2), 182-191. doi:10.1177/008124631004000208
Naz, S., Li, P., Khan, S., & Khan, H. S. (2017). Comparative analytical study of teachers’ personality type (a and b) to study the consequences of ostracism. International Journal of Scientific Research in Science, Engineering and Technology, 3, 488-502.
Nolen-Hoeksema, S. (1991). Responses to depression and their effects on the duration of depressive episodes. Journal of Abnormal Psychology, 100(4), 569-582. doi:10.1037/0021-843X.100.4.569
Peker, M., Meşe, G., & Cem Ersoy, N. (2021). Örtük Duygulanım Testi’nin Türkiye örneklemlerindeki psikometrik özelliklerinin değerlendirilmesi. Türk Psikiyatri Dergisi, 32(1), 43-50. doi: 10.5080/u23558
Qian, J., Yang, F., Wang, B., Huang, C., & Song, B. (2019). When workplace ostracism leads to burnout: the roles of job self-determination and future time orientation. The International Journal of Human Resource Management, 30(17), 2465-2481, doi: 10.1080/09585192.2017.1326395
Roccas, S., Sagiv, L., Schwartz, S. H., & Knafo, A. (2002). The big five personality factors and personal values. Personality and Social Psychology Bulletin, 28(6), 789-801. doi: 10.1177/0146167202289008
Sameer, S. K., & Priyadarshi, P. (2020). Role of big five personality traits in regulatory-focused job crafting. South Asian Journal of Business Studies, 10(3), 377-395. doi: 10.1108/SAJBS-03-2020-0060
Samo, A., H., Khan, S., Ali, N., & Ali, S. (2019). The impact of workplace ostracism on stress and employee engagement. Journal of Business Research-Turk, 11(4), 3471-3484. doi: 10.20491/isarder.2019.822
Schaufeli, W. B., & Taris, T. W. (2005). The conceptualization and measurement of burnout: Common ground and worlds apart. Work & Stress, 19(3), 256-262.
Schepman, S. B., & Zarate, M. A. (2008). The relationship between burnout, negative affectivity and organizational citizenship behavior for human services employees. International Journal of Humanities and Social Sciences, 2(4), 437-442.
Schermelleh-Engel, K., Moosbrugger, H., & Müler, H. (2003). Evaluating the fit of structural equation models: Tests of significance and descriptive. Goodness-of-Fit Measures of Psychological Research Online, 8(2), 23-74.
Scott, K. D. (2007). The development and test of an exchange-based model of interpersonal workplace exclusion. (Unpublished doctoral dissertation), The Graduate School University of Kentucky.
Sharma, N., & Dhar, R. L. (2022). From curse to cure of workplace ostracism: A systematic review and future research agenda. Human Resource Management Review, 32(3), 100836. doi: 10.1016/j.hrmr.2021.100836
Singh, L. B., & Srivastava, S. (2021). Linking workplace ostracism to turnover intention: A moderated mediation approach. Journal of Hospitality and Tourism Management, 46, 244-256 doi: 10.1016/j.jhtm.2020.12.012
Soybalı, H. H., & Pelit, O. (2018). Örgütsel dışlanmanın işten ayrılma niyetine etkisi: Afyonkarahisar’daki beş yıldızlı otel işletmelerinde bir araştırma. Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi, 20(3), 225-249. doi: 10.32709/akusosbil.468636
Soybalı, H. H., & Pelit, O. (2019). Otel işgörenlerinin örgütsel dışlanma algılarının örgütsel sinizm düzeylerine etkisi: Beş yıldızlı otel işletmelerinde bir araştırma. İşletme Araştırmaları Dergisi, 11(2), 1225-1246. doi: 10.20491/isarder.2019.667
Sümer, N., & Sümer, H. C. (2005). Beş faktör kişilik özellikleri ölçeği. Yayınlanmamış Araştırma.
Şeker, M. B., & Özgen, H. (2022). Beş faktör ve proaktif kişilik özelliklerinin iş becerikliliği üzerindeki etkileri. Manas Sosyal Araştırmalar Dergisi, 11(2), 642-656. doi: 10.33206/mjss.975318
Şıklar, E., & Tunalı, D. (2012). Çalışanların tükenmişlik düzeylerinin incelenmesi: Eskişehir örneği. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 33, 75-84.
Tabachnick, B. G., & Fidell, L. S. (2001). Using Multivariate Statistics. Fourth Edition. Needham Heights, MA: Allyn & Bacon.
Thompson, M. J., Carlson, D. S., Kacmar, K. M., & Vogel, R. M. (2020). The cost of being ignored: Emotional exhaustion in the work and family domains. Journal of Applied Psychology, 105(2), 186 –195. doi: 10.1037/apl0000433
Uslu, O. (2021). ‘Being alone is more painful than getting hurt’: The moderating role of workplace loneliness in the association between workplace ostracism and job performance. Central European Business Review, 10(1), 19-38. doi: 10.18267/j.cebr.257
Uysal, H. T. (2019). Örgütsel dışlanmanın çalışanlarda sinizm gelişimine etkisi. Anemon Muş Alparslan Üniversitesi Sosyal Bilimler Dergisi, 7(1), 319–326. doi: 10.18506/anemon.418868
Vui-Yee, K., & Yen-Hwa, T. (2020). When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Management Review, 32(3), 238-248. doi: 10.1016/j.iimb.2019.10.007
Wang, Z., & Li, G. (2018). You don’t actually want to get closer to the star: How LMX leads to workplace ostracism. Frontiers of Business Research in China, 12(1). doi: 10.1186/s11782-017-0023-5
Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54(6), 1063–1070. doi: 10.1037/0022-3514.54.6.1063
Wayne, J. H., Musisca, N., & Fleeson, W. (2004). Considering the role of personality in the work-family experience: Relationships of the big five to work-family conflict and facilitation. Journal of Vocational Behavior, 64(1), 108–130. doi: 10.1016/S0001-8791(03)00035-6
Weiss, H. M., & Cropanzano, R. (1996). Affective Events Theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. In S. Barry, & L. L. Cummings (Eds.), Research in Organizational Behavior (pp. 1–74). JAI Press.
Williams, K. D. (2001). Ostracism: The Power of Silence. New York: Guilford Press.
Williams, K. D. (2007). Ostracism. Annual Review of Psychology, 58, 425–452.
Williams, K. D., Govan, C. L., Croker, V., Tynan, D., Cruickshank, M., & Lam, A. (2002). Investigations into differences between social and cyberostracism. Group Dynamics: Theory, Research, and Practice, 6(1), 65–77. doi:10.1037/1089-2699.6.1.65
Williams, K. D., & Nida, S. A. (2011). Ostracism: Consequences and coping. Current Directions in Psychological Science, 20(2), 71-75. doi: 10.1177/0963721411402480
Wu, L. Z., Yim, F. H., Kwan, H. K., & Zhang, X. (2012). Coping with workplace ostracism: The roles of ingratiation and political skill in employee psychological distress. Journal of Management Studies, 49(1), 178–199. doi: 10.1111/j.1467-6486.2011.01017.x
Yao, L., Ayub, A., Ishaq, M., Arif, S., Fatima, T., & Sohail, H. M. (2022). Workplace ostracism and employee silence in service organizations: The moderating role of negative reciprocity beliefs. International Journal of Manpower, 43(6), 1378-1404. doi: 10.1108/IJM-04-2021-0261
Yıldırım, E., & Akın, M. (2018). Örgütlerde dışlanma, sinizm ve pozitif-negatif duygusallık arasındaki ilişkiler: Pozitif ve negatif duygusallığın aracılık rolü. Uluslararası Yönetim İktisat ve İşletme Dergisi, 14(2), 427-449. doi: 10.17130/ijmeb.2018239941
Yoldaş, A., Kılıç, B., & Karaman B. (2020). Örgütsel dışlanmanın iş performansı ve işten ayrılma niyeti üzerindeki etkisinin incelenmesi. Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi, 23(2), 479-496. doi: 10.29249/selcuksbmyd.683115
Zawadzka, A. S., Kościelniak, M., & Zalewska, A. M. (2018). The big five and burnout among teachers: the moderating and mediating role of self-efficacy. Polish Psychological Bulletin, 49(2), 149–157. doi: 10.24425/119482
Zhang, X., & Dai, L. (2015). The relationship between neuroticism and experience of workplace ostracism in new employees. Open Journal of Social Sciences, 3, 80-87. doi: 10.4236/jss.2015.32011
Zhang, S., & Shi, Q. (2017). The relationship between subjective well-being and workplace ostracism- The moderating role of emotional intelligence. Journal of Organizational Change Management, 30(6), 978-988. doi: 10.1108/JOCM-07-2016-0139
Zhao, H., Peng, Z., & Sheard, G. (2013). Workplace ostracism and hospitality employees’ counterproductive work behaviors: The joint moderating effects of proactive personality and political skill. International Journal of Hospitality Management, 33, 219-227. doi: 10.1016/j.ijhm.2012.08.006
Zheng, X., Yang, J., Ngo, H.-Y., Liu, X.-Y., & Jiao, W. (2016). Workplace ostracism and its negative outcomes: Psychological capital as a moderator. Journal of Personnel Psychology, 15(4), 143–151. doi: 10.1027/1866-5888/a000147
Zimmerman C. A., Carter-Sowell, A. R., & Xu, X. (2016). Examining workplace ostracism experiences in academia: Understanding how differences in the faculty ranks influence inclusive climates on campus. Frontiers in Psychology, 7(753). doi: 10.3389/fpsyg.2016.00753