How witnessed workplace ostracism relates to employee outcomes: The role of organizational dehumanization
(2025) Journal of Occupational Health Psychology — Vol. 30, n° 3, p. 119-135 (2025)
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- (en) Drawing on social information processing theory and signaling theory, this research investigates whether witnessing another employee being ostracized is associated with negative employee outcomes through organizational dehumanization and explores one boundary condition of these relationships (i.e., organizational intolerance of mistreatment). Study 1, a three-wave field study (N = 654), revealed that witnessed workplace ostracism (Time 1) positively relates to organizational dehumanization (Time 2) which, in turn, relates to employees’ well-being (i.e., increased physical symptoms; Time 3), attitudes (i.e., decreased affective commitment; Time 3) and behavioral intentions toward the organization (i.e., increased turnover intentions; Time 3). Study 2, employing a 2x2 between-subjects design (N = 244), further demonstrated that witnessed workplace ostracism and organizational intolerance of mistreatment—which were manipulated with vignettes—respectively had a positive and a negative impact on organizational dehumanization, though their interactive effect on organizational dehumanization was not significant. Finally, a cross-sectional study (Study 3; N = 282) indicated that the positive relationship between witnessed workplace ostracism and organizational dehumanization was stronger when organizational intolerance of mistreatment was high. This interactive effect extended to observers’ increased physical symptoms, decreased affective commitment, and increased turnover intentions. Theoretical contributions, directions for future research and practical implications are discussed.
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Brison, N., Demoulin, S., & Caesens, G. (2025). How witnessed workplace ostracism relates to employee outcomes: The role of organizational dehumanization. Journal of Occupational Health Psychology, 30(3), 119-135. https://doi.org/10.1037/ocp0000402 (Original work published 2025)