Workplace ostracism: A process model for coping and typologies for handling ostracism

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-09-09 DOI:10.1016/j.hrmr.2023.100990

Nupur Sharma, Rajib Lochan Dhar

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引用次数: 1

Abstract

Workplace ostracism has become today's harsh reality. Research concerning ostracism has proliferated in the past two decades. But, not much attention is paid to the process of coping with workplace ostracism. As a result, several aspects of this interpersonal mistreatment remained overlooked. For instance, how employees form perceptions of ostracism, how they cope with it over time, and what factors explain variations in their perceptions, experiences, and coping strategies are not much explored. To address these gaps, we present a “Process Model” grounded on relational/stress theories, namely, sociometer and COR theory, to explicate employees' journey of coping with ostracism. Additionally, our model illustrates personal/organizational factors influencing stages of the coping process. Further, we present the first-ever two-by-two typologies of employees' coping strategies and organizational/HR strategies for tackling workplace ostracism demarcated along two dimensions. Finally, we discuss theoretical/practical implications and future research directions.

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职场排斥:一个应对的过程模型和处理排斥的类型

职场排斥已成为当今残酷的现实。在过去的二十年里，关于排斥的研究激增。但是，人们对应对职场排斥的过程却没有给予太多关注。结果，这种人际虐待的几个方面仍然被忽视。例如，员工如何形成对排斥的看法，他们如何随着时间的推移应对这种看法，以及什么因素解释了他们的看法、经历和应对策略的变化，这些都没有得到太多的探讨。为了解决这些差距，我们提出了一个基于关系/压力理论的“过程模型”，即社会测量和COR理论，来解释员工应对排斥的过程。此外，我们的模型说明了影响应对过程各阶段的个人/组织因素。此外，我们提出了有史以来第一个二乘二的员工应对策略和组织/人力资源策略的分类，这些策略沿着两个维度划分，以解决工作场所的排斥。最后，讨论了理论/实践意义和未来的研究方向。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.