工作场所排斥:定性调查

IF 3.3 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
S. Dash, Sushant Ranjan, N. Bhardwaj, Siddhartha K. Rastogi
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引用次数: 1

摘要

目的本研究旨在从多个角度(目标、施暴者和观察者)理解职场排斥现象。对这一现象的理解用于主题性地分析工作场所排斥的前因,并为每个前因确定适当的策略。设计/方法/方法研究结果基于对来自印度各种公共和私营部门组织的33名高级和中级员工的面对面半结构化访谈。对访谈记录进行系统分析,以确定排斥的前因,并根据相似性将其归纳在一起。工作场所排斥的前因分为四大类:与组织需求的感知不一致;情绪反应;无意识的社会过程,结构和人口差异。基于访谈记录,确定了减少每个广泛的排斥前因的影响的策略。实际意义工作场所的排斥与多种负面结果有关,包括压力增加和离职倾向。该研究为管理者提供了一个框架,使他们能够评估和理解下属之间的排斥现象。该研究还使管理人员掌握了处理特定排斥因素的具体策略的知识。独创性/价值这项研究回答了从多个角度看待排斥现象的需要。它确定了多个潜在的新因素和应对工作场所排斥的策略,并以连贯的方式将它们分组。这是为数不多的关于印度排斥现象的研究之一,并扩展了这一概念的普遍性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Workplace ostracism: a qualitative enquiry
PurposeThe study aims to understand the phenomenon of workplace ostracism from multiple perspectives (target, perpetrator and observer). The understanding of the phenomenon is used to thematically analyse the antecedents of workplace ostracism and identify appropriate strategies for each antecedent.Design/methodology/approachThe study findings are based on face-to-face semi-structured interviews with thirty-three senior and medium-level employees from various public and private sector organizations in India. The interview transcripts were systematically analyzed to identify antecedents of ostracism, which were inductively grouped together based on similarity.FindingsThe antecedents of workplace ostracism were grouped into four major heads: perceived non-alignment with organizational needs; emotional reaction; unconscious social processes and structural and demographic differences. Based on interview transcripts, strategies to reduce the effect of each of the broad antecedents of ostracism were identified.Practical implicationsWorkplace ostracism has been linked with multiple negative outcomes including increased stress and turnover intention. The study provides managers with a framework that enables them to evaluate and understand incidences of ostracism among their subordinates. The study also equips managers with the knowledge of specific strategies for dealing with specific antecedents of ostracism.Originality/valueThe study answers the need to look at the phenomenon of ostracism through multiple perspectives. It identifies multiple potentially new antecedents and strategies to deal with workplace ostracism and groups them in a coherent manner. It is among the few studies on ostracism in India and extends the generalizability of the construct.
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来源期刊
Personnel Review
Personnel Review Multiple-
CiteScore
7.10
自引率
7.70%
发文量
133
期刊介绍: Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.
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