Individual and Group Predictors of Workplace Ostracism and Employee Coping

We presents four studies to examine the individual, group, and family predictors of workplace ostracism. Using advanced survey research methods (experience sampling method, multi-level survey, and three-wave time-lagged design), the authors tested predictors of workplace ostracism, such as employees’ task proactivity, group cognitive diversity and group time pressure, and (lack of) family supportive supervision and family-to-work conflict. The authors also showed that employees responded to supervisor ostracism with emotion faking, which was related to more burnout and less felt authenticity. Task Proactivity and Workplace Ostracism: The Moderating Effect of Team Envy Presenter: Cong Liu; Hofstra U. Presenter: Shiyong Xu; Renmin U. of China Presenter: Bainan Zhang; Renmin U. of China Presenter: Lindsay Pyc; McKinsey & Company, Inc Presenter: Aarti Polavarapu; Hofstra U. Presenter: Brian Goldfeder; Hofstra U. Presenter: Swapnil Kalra; Hofstra U. Presenter: Sami Abdelal; Hofstra U. Group Non-Purposeful Ostracism: Its Antecedents and Outcomes Presenter: Amer Ali Al-Atwi; Al Muthanna U. Presenter: Joshua Cogswell; Nicholls State U. Linking Family-Supportive Supervision, Family-to-Work Conflict, and Workplace Ostracism Presenter: Malgorzata Gamian-Wilk; SWPS U. of Social Sciences and Humanities Presenter: Marta Luszczykiewicz; SWPS U. of Social Sciences and Humanities Presenter: Konrad Smolak; SWPS U. of Social Sciences and Humanities Supervisor Ostracism, Interpersonal Goals, and Employees’ Emotion Faking Presenter: Xixi Gu; China U. of Political Science and Law Presenter: Cong Liu; Hofstra U.