Workplace ostracism and deviant and helping behaviors: The moderating role of 360 degree feedback

Ann C. Peng · Wei Zeng

128 citations0/0 files storedJournal of Organizational Behavior

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Abstract

Summary Drawing on sociometer theory, we argue that when 360 degree feedback is used in a work setting, being ostracized by coworkers has a stronger negative influence on employees' state self‐esteem, which promotes interpersonal deviance and demotivates helping directed toward coworkers, as compared to settings in which 360 feedback is not used. We tested our hypotheses using data collected from North American employees (Study 1) and a two‐wave survey of employees in China (Study 2). Results from both studies support the hypothesized interaction between workplace ostracism and 360 degree feedback on interpersonal deviance and helping behavior. Results from Study 2 further show that lower state self‐esteem accounts for the stronger negative association of ostracism with helping behavior among employees who are exposed to 360 degree feedback. Ostracism is not related to subsequent state self‐esteem or behavior when 360 degree feedback is absent. We discuss the implications for theory and research concerning employee exclusion. Copyright © 2016 John Wiley & Sons, Ltd.

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References

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2017How Workplace Ostracism Influences Interpersonal Deviance: The Mediating Role of Defensive Silence and Emotional Exhaustion 2017Why am I ostracized and how would I react? — A review of workplace ostracism research 2021To speak up effectively or often? The effects of voice quality and voice frequency on peers' and managers' evaluations 2021The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in higher education institutions

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