Ostracism and prosocial behavior: A social dilemma perspective.

By Daniel Balliet, D. L. Ferris, Eric van Dijk, C. Parks, P. V. van Lange. 2013

214 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/ad488e7827e7835842a2783629577659be11957b

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Citations in the corpus

An approach-avoidance framework of workplace aggression (2016, unknown): “…supervision (Tepper, 2000), workplace incivility (Andersson & Pearson, 1999; Chen, Ferris, Kwan, Yan, Zhou, & Hong, 2013), workplace ostracism (Balliet & Ferris, 2013; Ferris, Brown, Berry, & Lian, 2008), social undermining (Duffy, Ganster, & Pagon, 2002), and workplace victimization (Aquino…”
Supervisor ostracism and defensive silence: a differential needs approach (2018, background): “Studies have reported that supervisor ostracism threatens employees’ efficacy needs, such as power and meaningful existence, while co-worker ostracism triggers threats to relational needs, such as self-esteem and belongingness (Balliet & Ferris, 2013; Hitlan & Noel, 2009).”
The impact of ethical leadership on organizational citizenship behavior: The moderating role of workplace ostracism (2017, background): “demonstrated to negatively affect core employee attitudes and behaviors, including job satisfaction, organizational commitment, job performance, prosocial behavior, and well-being (Ferris et al., 2008; Balliet and Ferris, 2013; Leung et al., 2011).”
Time in Individual-Level Organizational Studies: What is it, How is it Used, and Why Isn't it Exploited More Often? (2015, background): “They also perform more organizational citizenship behaviors (Balliet & Ferris 2013), are more adaptable in their careers (Zacher 2014), and aremore concernedwith distributive justice (Cojuharenco et al. 2011).”
Co‐Worker Exclusion and Employee Outcomes: An Investigation of the Moderating Roles of Perceived Organizational and Social Support (2014, result): “Though initial studies of co-worker exclusion have shown a negative relationship between exclusion and task performance (e.g., Balliet and Ferris, 2013; Wu et al., 2011), the results we found are more consistent with related research on worker reactions to abusive supervision which has shown that,…”
The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, background): “Also, in contrast to the dominant focus on supportive relationships, sometimes exclusion and ostracism can increase prosocial behavior (Balliet & Ferris, 2013).”
Can idiosyncratic deals promote perceptions of competitive climate, felt ostracism, and turnover? ☆ (2017, background): “…is related to lower trust (Jones, Carter-Sowell, Kelly, & Williams, 2009), weaker psychological health (Gilman, Carter-Sowell, DeWall, Adams, & Carboni, 2013), and reduced prosocial behavior (Balliet & Ferris, 2013), and these aversive reactions tend to linger (Lau, Moulds, & Richardson, 2009).”