Cyber Ostracism In The Context Of Its Organizational Precessors And Outcomes

Yıl 2020, Cilt: 22 Sayı: 3, 937 - 948, 25.12.2020

Suudan Gökçe Gök

Öz

Abstract
Employees play a major role in efficiency and sustainability of organizations in this ever-competitive market upon the advent of digitalization in today's globalized world. The effective use of labor force affects attitudes and behaviors of employees and relationships between organizations and employees. From this perspective, the aim of the study is to discuss cyber ostracism in the context of organizational precursors and outcomes, and address how they affect organizations and their employees along with some solutions. A qualitative method was adopted for this study, and thus a document review was performed as a means of data collection.

Özet

Globalleşen Günümüz dünyasında dijitalleşmeyle beraber artan rekabet ortamında örgütlerin verimliliklerini ve devamlılıklarını sağlayabilmeleri için çalışanların rolü büyük önem arz etmektedir. İş gücünün etkin kullanımı örgüt çalışanlarının gerek tutum ve davranışlarını gerekse örgüt ve çalışan ilişkilerini etkilemektedir. Bu bağlamda bu çalışma ile örgütsel öncülleri ve sonuçları bağlamında siber dışlanmaya değinilerek, örgütleri ve çalışanları nasıl etkilediği,çözüm önerileri ile ortaya konmaya çalışılacaktır. Bu çalışmada nitel araştırma yöntemi benimsenmiş ve bu doğrultuda veri toplama tekniği olarak doküman incelemesi yapılmıştır.

Anahtar Kelimeler

Ostracism, organizational ostracism,, cyber ostracism

Kaynakça

• Anderson, J. W. (2009). Organizational shunning: The disciplinary functions of “non-sense”. Atl. J. Commun.,17, 36–50.
• Balliet, D., & Ferris, D. L. (2013). Ostracism and prosocial behavior: A social dilemma perspective. Organizational Behavior and Human Decision Processes, 120(2), 298-308.
• Baumeister, R. F., & Tice, D. M. (1990). Point-counterpoints: anxiety and social exclusion. J. Soc. Clin. Psychol., 9, 165–195.
• Chung, Y. W., & Kim, T. (2017). Impact of using social network services on workplace ostracism, job satisfaction, and innovative behaviour. Behaviour & Information Technology, 36(12), 1235-1243.
• Deutsch, K. W. (1968). The analysis of international relations (Vol. 12). Englewood Cliffs, NJ: Prentice-Hall.
• Eisenberger, N. I., Lieberman, M. D., & Williams, K. D. (2003). Does rejection hurt? An fMRI Study of Social Exclusion. Science, 302, 290-292.
• Ferris, D. L., Lian, H., Brown, D. J., & Morrison, R. (2015). Ostracism, self-esteem, and job performance: When do we self-verify and when do we self-enhance?. Academy of Management Journal, 58(1), 279-297.
• 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.
• Fox, S., & Stallworth, L. E. (2005). Racial/ethnic bullying: Exploring links between bullying and racism in the US workplace. Journal of Vocational Behavior, 66, 438−456.
• Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American sociological review, 161-178.
• Gök, S. G. (2020). Organizational Behavior with Different Dimensions. A. Bedük (Ed.), Ostracism. Ankara: Gazi Bookstore.
• Gruter, M., & Masters, R. D. (1986). Ostracism: A social and biological phenomenon. Ethology and Sociobiology, 7, 149-395.
• Hales, A. H., Kassner, M. P., Williams, K. D., & Graziano, W. G. (2016). Disagr eeableness as a cause and consequence of ostracism. Personality and Social Psychology Bulletin, 42(6), 782-797. Harpaz, I. (2002). Advantages and disadvantages of telecommuting for the individual, organization and society. Work Study, 51(2/3), 74-80
• Hitlan, R. T., Cliffton, R. J., & DeSoto, M. C. (2006). Perceived exclusion in the workplace: The moderating effects of dender on work-related attitudes and psychological health. North American Journal of Psychology, 8, 217-236.
• Hitlan, R. T., Kelly, K. M., Schepman, S., Schneider, K. T., & Zarate, M. A. (2006). Language exclusion and the consequences of perceived ostracism in the workplace. Group Dynamics: Theory, Research, and Practice, 10, 56–70.
• Jones, E. E., Carter-Sowell, A. R., Kelly, J. R., & Williams, K. D. (2009). ‘I’m out of the loop’: Ostracism through information exclusion. Group Processes and Intergroup Relations, 12, 157-174.
• Lancaster, J. B. (1986). Primate social behavior and ostracism. Ethology and Sociobiology, 7(3-4), 215-225.
• Li, C., & Tian, Y. (2016). Influence of workplace ostracism on employee voice behavior. American Journal of Mathematical and Management Sciences, 35(4), 281-296.
• Lustenberger, D. E., & Jagacinski, C. M. (2010). Exploring the effects of ostracism on performance and intrinsic motivation. Human Performance, 23(4), 283-304.
• MacDonald, G., & Leary, M. R. (2005). Why does social exclusion hurt? The relationship between social and physical pain. Psychological Bulletin, 131, 202–223.
• Mccarty, M. K. (2015). Exclusion from gender counter-stereotypic activities: Proximal and distal effects (Unpublished doctorate thesis). Purdue University, West Lafayette, Indiana.
• Molden, D. C., Lucas, G. M., Gardner, W. L., Dean, K., & Knowles, M. L. (2009). Motivations for prevention or promotion following social exclusion: Being rejected versus being ignored. Journal of Personality and Social Psychology, 96(2), 415.
• Nezlek, J. B., Wesselmann, E. D., Wheeler, L., & Williams, K. D. (2015). Ostracism in everyday life: The effects of ostracism on those who ostracize. The Journal of Social Psychology, 155(5), 432-451.
• Pratt, M. G., Rockmann, K. W., & Kaufmann, J. B. (2006). Constructing Professional identity: The role of work and identity learning cycles in the customization of identity among medical residents. Academy of Management Journal, 49(2), 235-262.
• Robinson, S. L., O’Reilly, J., & Wang, W. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management, 39(1), 203-231
• Straus, A., & Corbin, J. (1990). Basics of qualitative research: Grounded theory procedures and techniques. London: SagePublications,Inc.
• Stroud, L. R., Tanofsky-Kraff, M., Wilfley, D. E., & Salovey, P. (2000). The Yale Interpersonal Stressor (YIPS): Affective, physiological, and behavioral responses to a novel interpersonal rejection paradigm. Annals of Behavioral Medicine, 22(3), 204.
• Twenge, J.M., Baumeister, R. F., Tice, D. M., & Stucke, T. S. (2001). If you can’t join them, beat them: Effects of social exclusion on aggressive behavior. J. Pers. Soc. Psychol., 81, 1058-1069.
• Wang, B. (2014). Dispositional agreeableness predicts ostracizing others at work (Unpublished master thesis). Michigan State University, Michigan.
• Williams, K. D. (2001). Ostracism: The power of silence. New York, NY: Guilford Press.
• Williams, K. D., & Gerber, J. (2005). Ostracism: The making of the ignored and excluded mind. Interaction Studies, 6(3), 359-374. Williams, K. D., & Sommer, K. L. (1997). Social ostracism by coworkers: Does rejection lead to loafing or compensation?. Personality and Social Psychology Bulletin, 23(7), 693-706.
• Williams, K. D., Cheung, C. K., & Choi, W. (2000). Cyberostracism: Effects of being ignored over the Internet. Journal of Personality and Social Psychology, 79(5), 748.
• Williams, K. D. (2007). Ostracism. Annu. Rev. Psychol., 58, 425–452.
• Williams, K. D. (2009). Ostracism: A temporal need‐threat model. Advances in Experimental Social Psychology, 41, 275-314
• Wrzesniewski, A., McCauley, C., Rozin, P., & Schwartz, B. (1997). Jobs, careers, and callings: People's relations to their work. Journal of research in personality, 31(1), 21-33.
• Zadro, L., Boland, C., & Richardson, R. (2006). How long does it last? The persistence of the effects of ostracism in the socially anxious. Journal of Experimental Social Psychology, 42(5), 692-697.
• Zhao, H., & Xia, Q. (2017). An examination of the curvilinear relationship between workplace ostracism and knowledge hoarding. Management Decision, 55(2), 331-346.
• 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.