So far, management research on mechanisms of exclusion of employee groups has mainly applied constructs of racism to understanding issues of origin-based ostracism. This research has primarily focused on issues faced by employees whose heritage is markedly different from the heritage shared by the norm group in the given socio-cultural, linguistic, and geographical setting. Against this backdrop, the present study investigates how ostracism plays out when the heritages involved are similar, as exemplified by German employees in Austria. Study 1 examines the discursive production of Austrian stereotyping of Germans in the usage of different terms of reference for ‘Germans’ in Austrian discourse. A corpus analysis of online comments on newspaper sites highlights the implicit Austrian need for delineation against Germany. Study 2 analyzes Germans’ perception of Austrians’ exclusionary linguistic practices and how this impacts on their employment experience and turnover intention. A quantitative analysis of survey data from 600 German nationals employed in Austria reveals that the degree of exposure to these demarcating practices is associated with lower job satisfaction, a higher burnout level and an increase in turnover intention. This study is amongst the first to shed light on the central role of nationalism and national identities in organizational mechanisms of exclusion.

迄今为止，有关员工群体排斥机制的管理研究主要将种族主义的构架用于理解基于起源的排斥现象。这项研究主要关注员工面临的问题，这些员工的遗产与给定的社会文化，语言和地理环境下的规范群体所共有的遗产明显不同。在这种背景下，本研究调查了当涉及的遗产相似时，排斥现象如何发挥作用，例如在奥地利的德国雇员所证明的那样。研究1考察了奥地利话语中对德国人的刻板印象的话语产生，这些话语在奥地利话语中使用了不同的“德国人”职权范围。对报纸网站上在线评论的语料库分析突显出奥地利隐含的对德国划界的需求。研究2分析了德国人对奥地利人的排斥性语言习惯的看法，以及这如何影响他们的就业经验和离职意图。对在奥地利工作的600名德国国民进行的调查数据的定量分析表明，接受这些划界做法的程度与较低的工作满意度，较高的职业倦怠水平和离职意愿增加相关。这项研究是最早揭示民族主义和民族认同在排斥机制中的核心作用的研究之一。对在奥地利工作的600名德国国民进行的调查数据的定量分析表明，接受这些划界做法的程度与较低的工作满意度，较高的职业倦怠水平和离职意愿增加相关。这项研究是最早揭示民族主义和民族认同在排斥机制中的核心作用的研究之一。对在奥地利工作的600名德国国民进行的调查数据的定量分析表明，接受这些划界做法的程度与较低的工作满意度，较高的职业倦怠水平和离职意愿增加相关。这项研究是最早揭示民族主义和民族认同在排斥机制中的核心作用的研究之一。