The development and validation of the Workplace Ostracism Scale.

By D. L. Ferris, Douglas J. Brown, J. W. Berry, Huiwen Lian. Journal of Applied Psychology, 2008

1,003 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/42ba838813727ff0e03dc26f6eaacef5751354ec

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. Long-Zeng Wu
2. Chun Kit Hui
3. H. Kwan
4. Hua Wei
5. Qi Yang
6. Sandra L. Robinson
7. D. L. Ferris
8. Staale Einarsen

In Social Psychology

1. Staale Einarsen
2. H. Kwan
3. D. L. Ferris
4. S. B. Matthiesen
5. Jun Liu
6. Long-Zeng Wu
7. Mats Glambek
8. P. V. van Lange

Citations in the corpus

• Ostracism breeds depression: Longitudinal associations between ostracism and depression over a three-year-period (2021, neutral): “The average frequency of experienced ostracism was relatively low (2015: M = 1.75, SD = .77; 2018: M = 1.57, SD = 0.69), corresponding to previous studies investigating the experience of ostracism (e.g., Ferris et al., 2008 ).”
• Workplace bullying as an antecedent to job insecurity and intention to leave: a 6‐month prospective study (2014, background): “Harlos and Axelrod, 2005), abusive supervision (Tepper, 2000) and workplace ostracism (Ferris et al., 2008).”
• Ostracism and prosocial behavior: A social dilemma perspective. (2013, background): “…et al., 2010; Twenge, Baumeister, DeWall, Ciarocco, & Bartels, 2007; Van Beest & Williams, 2006, 2011; Williams & Sommer, 1997) and field (Ferris et al., 2008; Thau, Aquino, & Poortvliet, 2007; see also Hitlan, Kelly, Schepman, Schneider, & Zarate, 2006) studies have demonstrated…”
• Supervisor ostracism and defensive silence: a differential needs approach (2018, methodology): “Supervisor ostracism We measured supervisor ostracism with a 5-item subscale to assess the employees’ perceptions of being excluded by their supervisor in the previous six months (Ferris et al., 2008; Hitlan & Noel, 2009).”
• Invisible at Work (2013, background): “…that hinders one’s ability to establish or maintain positive interpersonal relationships, work-related success, or favorable reputation within one’s place of work” (Hitlan, Cliffton, & DeSoto, 2006: 217), and “an individual’s perception of being ignored or excluded” (ferris et al., 2008: 1348).”
• The mediating role of psychological distress between ostracism, work engagement, and turnover intentions: An analysis in the Cypriot hospitality context (2021, background): “Workplace ostracism defines an employee's perception of being excluded or ignored by others at work (Ferris et al., 2008).”
• Epistemic Exclusion of Women Faculty and Faculty of Color: Understanding Scholar(ly) Devaluation as a Predictor of Turnover Intentions (2021, neutral): “…informational exclusion report lower job satisfaction, productivity, and psychological well-being, as well as more job strain, withdrawal behaviors, and intentions to leave the workplace (Eagan & Garvey, 2015; Ferris et al., 2008; Hitlan et al., 2006; Jones et al., 2011; Mor Barak & Levin, 2002).”