Based on the existing research, being excluded from information (i.e., being out of the loop) produces similar consequences as being ignored or excluded from activities. Consequently, one might wonder whether it is necessary to measure or study different types of exclusion in the workplace context, rather than just assessing a single type of exclusion. The current research investigated the associations between two types of workplace exclusion (i.e., being ostracized and being left out of the loop) and various workplace outcomes, with the purpose of determining whether these different types of exclusion predict unique or redundant variance in these workplace outcomes. In Study 1, we obtained a better model fit when we assigned items measuring out‐of‐the‐loop experiences at work to a different factor than items assessing experiences with ostracism at work. In Study 2, we observed that measuring employees' experiences with being out of the loop predicted unique variance in workplace outcomes (e.g., job satisfaction), above and beyond experiences with ostracism at work. Relative weight analyses suggested that both ostracism and out‐of‐the‐loop experiences were equally important predictors of these outcomes. Together, these studies indicate that being ostracized and being left out of the loop may be distinct exclusion experiences and better predictions about workplace outcomes can be made by assessing both types of exclusion. On a practical level, measuring different types of exclusion may prove useful, because organizations may need to implement different interventions for addressing distinct types of exclusion.

中文翻译：

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被排斥与圈外：工作场所结果差异的冗余或独特预测因素？

根据现有的研究，被排除在信息之外（即被排除在外）会产生与被忽视或被排除在活动之外类似的后果。因此，人们可能想知道是否有必要衡量或研究工作场所环境中不同类型的排斥，而不仅仅是评估单一类型的排斥。当前的研究调查了两种类型的工作场所排斥（即被排斥和被排除在外）与各种工作场所结果之间的关联，目的是确定这些不同类型的排斥是否预示着这些工作场所结果的独特或冗余差异. 在研究 1 中，当我们将衡量工作中的圈外经历的项目分配给与评估工作中被排斥的经历的项目不同的因素时，我们获得了更好的模型拟合。在研究 2 中，我们观察到衡量员工的圈外经历预测了工作场所结果（例如工作满意度）的独特差异，超出了工作中被排斥的经历。相对权重分析表明，排斥和圈外经历是这些结果的同等重要预测因素。总之，这些研究表明被排斥和被排除在循环之外可能是不同的排斥体验，通过评估两种类型的排斥可以更好地预测工作场所的结果。在实践层面上，衡量不同类型的排斥可能是有用的，