Workplace ostracism : a critical discourse analysis of the lived experience

Abstract

We all want to belong, fit in and be accepted. It is not surprising that when there are difficulties feeling as though we belong, that we experience distress (Lau, Moulds & Richardson, 2009; Robinson, O’Reilly & Wang, 2013; Wirth & Williams, 2009). One of the ways in which that need can be obstructed at work is by ostracism. Creating safe workspaces, a definition which goes beyond physical safety, is becoming more of a priority for employers and employees (Bruning & Turner, 2009; Neal & Griffin, 2002; Raines, 2011; Zacaratos, Barling & Iverson, 2005). As the focus moves along the continuum from blatant discrimination and bullying to less obvious counterproductive work behaviours such as incivility and harassment, how employees are being treated and treating others is an important consideration within workplaces. Workplace ostracism forms part of this continuum. Taking a step away from the quantitative and positivist measures of workplace ostracism, this study explores the lived experience through interviews. Utilizing narrative and critical discourse analysis, this dissertation identifies new and unique perspectives of persistent workplace ostracism. It expands the definition and understanding of how ostracism is enacted within the workplace. It identifies consequences that have not previously been studied. By exploring the lived experiences of persistent ostracism, this dissertation not only contributes in terms of providing the first identification of the long-term impacts, it also proposes a reframing of the understanding of how ostracism occurs at work by identifying locations of power. In doing so, the constraints to responding to ostracism are contextualized. This dissertation situates persistent ostracism within a trauma and abuse framework. Based upon this critical perspective, recommendations for interventions at the organizational, management and individual level are proposed.