Janadari, N. (2021, September 30). Perceived workplace ostracism and deviant workplace … Perceived Workplace Ostracism and Deviant Workplace Behavior: The Moderating Effect of Psychological Capital . Retrieved March 10, 2022, from Perceived Workplace Ostracism and Deviant Workplace Behavior: The Moderating Effect of Psychological Capital (2021)
Background & Theory
It is inevitable that conflict arises in many organizations due to the behavior of employees. This article highlights how deviant behaviors from employees create workplace ostracism. Furthermore, this article elucidates how these negative behaviors are determined by the employees level of psychological capital. Lastly, this article relates to strategies that managers should follow to control workplace ostracism and enhance psychological capital.
- What are some examples of deviant behavior?
- What are some ways to raise psychological capital within organizations?
Deviant Workplace Behavior
Through the studies shown in the article, studying employee behavior has become necessary with technological advancements, globalization, and industrialization. The definition of deviant behavior is any intentional and voluntary behavior exhibited by an individual or group of employees in an organization that disrupts the organizational practices and policies (Mufai, 2011). There are two types of deviant behaviors: interpersonal and organizational. Examples of organizational deviances include stealing, damaging property, late attendance at work functions, etc. Interpersonal deviances refers to bullying others at work, physical aggression, and escalating arguments.
Perceived Workplace Ostracism
It has been proven through the studies that humans value social bonding, and is quite frankly a need that we all have. The act of being ignored or rejected is referred to as ostracism. This applies to the workplace because employees who don’t feel heard within their organization have indicated feelings of ostracism. Studies show that after interviewing people that feel they have been excluded from their organization show severe emotional exhaustion, depression, and high anxiety. This ultimately hinders employee satisfaction, productivity, and engagement which then has a ripple effect into turnover rates.
Human Capital Professionals play a vital role in achieving productivity within the workplace. The studies correlate to positive psychology tactics to create hope, self sufficiency, resilience, and optimism. Positive psychology is known to enhance positive traits within us and those around us. In creating workshops and programs for employees practicing positive psychology, we continue to gain psychological capital in order to de-escalate conflict and to ultimately learn more about ourselves and how to cope with stressful situations.
The results from the studies show that employees need social contact within their organization to share their thoughts and emotions. In creating psychological safety in the workplace, employees will sustain mental and physical health. If there is no psychological safety or space created for employees to raise concerns, they will have outbursts of deviant behavior within the workplace. This will ultimately harm the productivity and culture of the organization and affect all other co-workers negatively.
What This Means
- Psychological capital is key when dealing with conflict in any organization
- The more we learn about ourselves and others, the more we grow as a community
- There is a direct correlation between psychological capital and deviant behaviors within employees
For consultants: As consultants, incorporating positive psychology tactics into our practice can enhance team morale and deepen relationships.
For everyone: It is vital to continue to learn about ourselves, while also creating space to process negative emotions in order to not have outbursts.