Ostracism is a painful experience with potential negative consequences on an individual, a group or an entire organization. The goal of this paper is to describe, discuss and evaluate the impact of ostracism on those enacting the ostracism and on those who experience ostracism and who are witness to the ostracism process in the workplace. Three main forms of are explored: physical ostracism; social ostracism, and cyber-ostracism. The paper discusses triggers for ostracism in the workplace, the impact of ostracism on the individual, responses to ostracism by the ostracized, the impact on the ostracizer, the impact on the witnesses, outcomes on the working process, the benefits of ostracism and the possibility of ostracism being used as a non-punitive but productive managerial tool. The paper examines a general model for multiple types of ostracism, regardless of cultural, gender, educational or other demographic idiosyncrasies. For managers, we offer an ostracism firm audit to identify possible ostracism cases across the firm and its stakeholders and suggest a plan for correction.

中文翻译：

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工作场所的排斥

排斥是一种痛苦的经历，会对个人、团体或整个组织产生潜在的负面影响。本文的目的是描述、讨论和评估排斥对实施排斥的人和经历过排斥并见证工作场所排斥过程的人的影响。探讨了三种主要形式：物理排斥；社会排斥和网络排斥。这篇论文讨论了工作场所排斥的触发因素、排斥对个人的影响、被排斥者对排斥的反应、对排斥者的影响、对证人的影响、对工作过程的影响、排斥的好处和可能性排斥被用作非惩罚性但富有成效的管理工具。该论文研究了多种类型排斥的一般模型，不分文化、性别、教育或其他人口特征。对于经理，我们提供排斥公司审计，以识别整个公司及其利益相关者可能存在的排斥案例，并提出纠正计划。