From curse to cure of workplace ostracism: A systematic review and future research agenda

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2022-09-01 DOI:10.1016/j.hrmr.2021.100836

Nupur Sharma, Rajib Lochan Dhar

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引用次数: 30

Abstract

Workplace ostracism is mistreatment in disguise that has spread its roots deep into organizations. This research has a threefold purpose. Firstly, to shed light on its seriousness by highlighting its personal, relational, and organizational impacts. Secondly, to identify buffering mechanisms that nullify its damaging impacts. Finally, to offer novel avenues for future research. The systematic review of 89 articles reveals workplace ostracism causes significant damages to employees, their personal and professional relationships, and organizations. It also reveals that employees' traits, abilities, skills, psychological states, job-related factors, support, culture, and religiousness cushion against ostracism's adverse impacts. Perhaps this is the first review that highlights workplace ostracism's relational impacts and systematically and comprehensively summarizes its buffering mechanisms as the cure to its curse. This review identifies literature gaps and proposes a future research framework and other future research directions for scholars to address them. It concludes with a discussion of practical implications.

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从诅咒到治愈职场排斥:系统回顾和未来研究议程

职场排斥是一种变相的虐待，已经深深扎根于组织内部。这项研究有三个目的。首先，通过强调其对个人、关系和组织的影响来阐明其严重性。其次，确定消除其破坏性影响的缓冲机制。最后，为今后的研究提供新的途径。对89篇文章的系统回顾显示，职场排斥会对员工、他们的个人和职业关系以及组织造成重大损害。研究还发现，员工的特质、能力、技能、心理状态、工作相关因素、支持、文化和宗教信仰对排斥的不利影响有缓冲作用。也许这是第一篇强调职场排斥对人际关系影响的综述，并系统、全面地总结了它的缓冲机制，以此来治愈它的诅咒。本综述明确了文献空白，并提出了未来的研究框架和其他未来的研究方向，供学者们解决这些空白。最后对实际意义进行了讨论。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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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.