Exploring the Effects of Ostracism on Performance and Intrinsic Motivation

Human and machine-induced social stress in complex work environments: Effects on performance and subjective state

Social stress at work can lead to severe consequences. As a result of technological developments, social stress will increasingly be induced by machines. It is therefore crucial to understand how machine-induced social stress affects operators. The present study aimed to compare human and machine-induced social stress with regard to its effect on primary and secondary task performance, and on subjective state (e.g., self-esteem, mood and justice). 90 participants worked on a high-fidelity simulation of a complex work environment, on which they had received extensive training (2h15). Social stress was induced by a human or a machine using a combination of negative performance feedback and ostracism. Results indicate that social stress did not affect performance, affect or state self-esteem. Machine-induced and human-induced social stress overall had similar effects, except for the latter impairing perceived justice. We discuss implications of these results for automation at the workplace and outline future research directions.

Does Being Ignored on WhatsApp Hurt? A Pilot Study on the Effect of a Newly Developed Ostracism Task for Adolescents

(1) Background: Many studies have used a well-known social exclusion task, namely Cyberball, to assess the psychophysiological reactions to ostracism in laboratory settings. However, this task has been recently criticized for its lack of realism. Instant messaging communication platforms are currently central communication channels where adolescents conduct their social life. These should be considered when recreating the emotional experiences that fuel the development of negative emotions. To overcome this limitation, a new ostracism task, namely SOLO (Simulated On-Line Ostracism), recreating hostile interactions (i.e., exclusion and rejection) over WhatsApp was developed. The aim of this manuscript is to compare adolescents' self-reported negative and positive affect, as well as physiological reactivity (i.e., heat rate, HR; heart rate variability, HRV) exhibited during SOLO to Cyberball. (2) Method: A total of 35 participants (Mage = 15.16; SD = 1.48; 24 females) took part in the study. The first group (n = 23; transdiagnostic group), recruited at an inpatient and outpatient unit of a clinic for children and adolescent psychiatry, psychotherapy, and psychosomatic therapy in Baden-Württemberg (Germany), reported clinical diagnoses linked with emotional dysregulation (e.g., self-injury and depression). The second group (n = 12; control group), recruited in the district of Bavaria and Baden-Württemberg, had no pre-existing clinical diagnoses. (3) Results: The transdiagnostic group showed higher HR (b = 4.62, p < 0.05) and lower HRV (b = 10.20, p < 0.01) in SOLO than in Cyberball. They also reported increased negative affect (interaction b = -0.5, p < 0.01) after SOLO but not after Cyberball. In the control group, no differences in either HR (p = 0.34) or HRV (p = 0.08) between tasks were found. In addition, no difference in negative affect after either task (p = 0.83) was found. (4) Conclusion: SOLO could be an ecologically valid alternative to Cyberball when assessing reactions to ostracism in adolescents with emotional dysregulation.

Social stress, performance after-effects and extra-role behaviour

The article is concerned with the after-effects of social stress on work performance. In a lab-based experiment, seventy participants were assigned to either a stress condition or a no-stress condition. In the stress condition, participants received fake negative performance feedback and they were ostracised by two confederates of the experimenter. Participants carried out the following tasks: attention and divergent creativity. The effects of social stress were examined at three levels: performance after-effects on unscheduled probe tasks, extra-role behaviour and subjective operator state. The manipulation check confirmed that participants experienced social stress. The results showed after-effects of social stress for some forms of extra-role behaviour (i.e. spontaneous reactions) and for the accuracy component of attention. Furthermore, social stress was found to increase negative affect and to reduce self-esteem. The findings point to the importance of assessing different types of after-effects rather than limiting the methodological approach to instant effects on performance.Practitioner summary: The study aimed to examine the multiple effects of social stress. Social stress resulted in increased negative affect and lower self-esteem. Furthermore, social stress was found to reduce the propensity of humans to show extra-role behaviour (i.e. providing spontaneous help to others).

Linking Leader’s Behavioral Integrity With Workplace Ostracism: A Mediated-Moderated Model

Drawing on the social exchange theory (SET) and research on leadership influences, we developed and inspected a multilevel model to test the conditions and mechanisms through which a leader’s behavioral integrity (LBI) deters workplace ostracism (WO). We used trust as a mediator and the narcissistic personality of a leader as a boundary condition in the connection between a LBI and WO. Data were collected from 249 employees working in different five- and four-star hotels in Pakistan over three time lags. The statistical results revealed that a LBI reduces WO. Additionally, a LBI has an indirect effect on WO through interpersonal trust. We did not find statistical support for the moderating role of the narcissistic personality of a leader in the relationship between a LBI and WO. Implications, along with limitations and future research directions, are also discussed.

Measuring Ostracism-Induced Changes in Consumption of Palatable Food: Feasibility of a Novel Behavioral Task

Purpose

Ostracism is a highly aversive interpersonal experience. Previous research suggests that it can increase consumption of highly palatable food in some individuals, but decrease it in others. Thus, we developed the Cyberball-Milkshake Task (CMT), to facilitate research investigating individual differences in ostracism's effects on consumption of highly palatable food. We present data on feasibility for the CMT in a sample of young adult women.

Materials and Methods

Participants were 22 women, 18-30 years old, reporting very low or very high levels of emotional eating at screening. Participants performed the CMT, which consisted of 12 trials. Each trial included: playing a round of Cyberball (a computerized game of catch with fictitious "other participants" programmed to either include or exclude the participant); viewing a chocolate image; and then consuming a participant-determined amount of milkshake. Participants subsequently played an additional inclusion and exclusion round of Cyberball, each immediately followed by questionnaires assessing current mood and recent Cyberball experience.

Results

Cyberball exclusion (vs. inclusion) was associated with large, significant increases in reported ostracism and threats to self-esteem; exclusion's effects on affect were in the expected direction (e.g., increased negative affect), but generally small and non-significant. Milkshake intake was measurable for 95% of participants, on 96% of trials. Intake decreased quadratically across trials, with a steep negative slope for low trial numbers that decreased to the point of being flat for the highest trial numbers.

Discussion

The CMT is a generally feasible approach to investigating ostracism's effects on consumption of highly palatable food. The feasibility (and validity) of the CMT may benefit from modification (e.g., fewer trials and longer rounds of Cyberball). Future research should examine whether performance on a modified version of the CMT predicts real-world behavior in a larger sample.

Social exclusion in psychotic disorders: An interactional processing model

Psychotic disorders are among the most highly stigmatized mental disorders, and individuals with psychosis experience significant exclusion from the community. Stigma reduction programs have done little to reduce social exclusion of individuals with psychosis, and there are significant limitations to the traditional stigma model as it applies to social exclusion. Herein, we present the Interactional Processing Model (IPM) of social exclusion towards individuals with psychosis. The IPM considers social exclusion to be the result of two interacting pathways with additional consideration for a feedback loop through which social exclusion sets in motion natural behavioural responses of individuals with psychosis that inadvertently perpetuates exclusion. The IPM considers initial social exclusion to be the result of an interaction between these two pathways. The first path aligns with the traditional stigma model and consists of the community becoming aware that an individual is diagnosed with a psychotic disorder and then excluding the individual based on pre-existing, generalized knowledge about the disorder. The second path to exclusion involves the observation of atypical behaviours from the individual, and generation of an individualized exclusion response. We provide initial empirical support for the IPM of social exclusion, outline testable hypotheses stemming from the model, and discuss implications for novel ways to consider both societal stigma reduction and personalized intervention.

Human and machine-induced social stress and cognitive performance

The article examines the effects of social stress on work performance in a laboratory study using a battery of performance tests. Social stress was induced by a combination of negative feedback and ostracism. Participants received negative performance feedback and were ostracised by two confederates of the experimenter. Using a one-way experimental design with three levels (machine-induced stress, human-induced stress, and no stress), 102 participants performed the following tasks: attention, divergent and convergent creativity. Participants also completed questionnaires measuring positive and negative affect, and state self-esteem. The manipulation check confirmed that social stress was successfully implemented. The results showed that social stress increased negative affect and reduced self-esteem. However, performance remained unaffected by social stress on any of the cognitive tasks, with no difference emerging between human-induced and machine-induced stress. The findings provide support for the 'blank-out'-mechanism, which assumes that humans can maintain performance levels even under difficult working conditions. Practitioner summary: Social stress in the form of negative performance feedback and social exclusion has a negative impact on the affect and self-esteem of humans. However, performance on subsequent tasks was not impaired. Abbreviations: TSST: trier social stress test; SSES: state self-esteem scale; PANAS: positive and negative affect schedule; ANOVA: analysis of variance.

Effects of social stress on performance and strain in complex multiple task environments

While stress has been an important research area in the field of ergonomics, research on social stress and on the combination of stressors is largely lacking. This study examined the effects of social stress on psychological and physiological strain and performance. As an exploratory research question we looked at the combined effects of social stress and noise. Fifty-one male student participants were tested for 2 h using a computer-based simulation of a process control environment with multiple tasks. Social stress (TSST) and noise (80 dB) were varied experimentally. During the task, we repeatedly measured primary and secondary task performance, subjective strain, and psychophysiological strain (cortisol, heart rate). We found a main effect of social stress on physiological strain, both on cortisol and heart rate, but no main effects of social stress on subjective strain and performance. These results suggest that maintaining performance under stress comes at the cost of physiological strain. Practitioner summary: Although the presence of social stress is common at work, little experimental work has been done. Our experiment provides empirical evidence for negative effects of social stress on physiological stress responses while subjective strain and performance decrements could not be detected. Abbreviations: ANOVA: analysis of variance; b/min: beats per minute; CAMS: cabin air management system; CO2: carbon dioxide; dB: decibel; Df: degrees of freedom; ECG: electrocardiography; h: hours; Hz: hertz; M: mean; min: minutes; N: sample size; nmol/l: nanomol per liter; O2: oxygen; pm: post meridiem; SD: standard deviation; SE: standard error; sec/s: seconds; TSST: trier social stress test.

Effectiveness of an Empathic Chatbot in Combating Adverse Effects of Social Exclusion on Mood

From past research it is well known that social exclusion has detrimental consequences for mental health. To deal with these adverse effects, socially excluded individuals frequently turn to other humans for emotional support. While chatbots can elicit social and emotional responses on the part of the human interlocutor, their effectiveness in the context of social exclusion has not been investigated. In the present study, we examined whether an empathic chatbot can serve as a buffer against the adverse effects of social ostracism. After experiencing exclusion on social media, participants were randomly assigned to either talk with an empathetic chatbot about it (e.g., “I’m sorry that this happened to you”) or a control condition where their responses were merely acknowledged (e.g., “Thank you for your feedback”). Replicating previous research, results revealed that experiences of social exclusion dampened the mood of participants. Interacting with an empathetic chatbot, however, appeared to have a mitigating impact. In particular, participants in the chatbot intervention condition reported higher mood than those in the control condition. Theoretical, methodological, and practical implications, as well as directions for future research are discussed.

Can mindfulness overcome the effects of workplace ostracism on job performance?

With a basis in the transactional theory of stress and coping, this study investigates the relationship between employees' exposure to workplace ostracism and their job performance, while also considering the mediating role of acquiescence silence and the moderating role of mindfulness. Multisource, three-wave data from employees and their peers in Pakistani organizations reveal that ostracism in the workplace hinders job performance because employees passively withhold relevant ideas about their work due to feelings of acquiescence. The mediating role of acquiescence silence is mitigated if employees can draw from their mindfulness trait. This study accordingly identifies a key mechanism - the passive withholding of pertinent ideas, based on submission - by which workplace ostracism hampers job performance, and it reveals how this process might be contained by encouraging employees' receptive attention and awareness focused on present experiences.

Social stress and performance in human-machine interaction: a neglected research field

Given the increasing capabilities of highly automated systems, the article argues for a need to address the issue of social stress in human-machine interaction. It suggests a classification system of subordinate concepts found in the research literature under the heading of social stress. A review of the literature revealed a paucity of studies examining the effects of social stressors on performance. In particular, the review showed a shortage of experimental lab-based work, needed to establish clear cause-effect relationships. The article examined the suitability of different social stressors for lab-based research, not only when humans are the source of stress but also in so-called hybrid teams where social stress is caused by machine agents. The review shows that a closer link is needed between the separate literature on social stress and automation. Finally, three mechanisms are proposed that may predict how social stress may affect performance: 'blank-out'-mechanism, 'rumination'-mechanism, and 'increased-motivation'-mechanism. Practitioner summary: Theories of ergonomics and human factors may benefit from better integration of research and theoretical work in the domain of social stress. This is due to the increasing capabilities of machines to induce social stress. Abbreviations: HMI: human-machine interaction; TSST: trier social stress test.

Social exclusion affects working memory performance in young adolescent girls

Adolescence has been proposed to be a sensitive period of social development, during which the social environment has a heightened effect on brain and behaviour. As such, negative social experiences, such as social exclusion, may have particularly detrimental effects on psychological well-being. However, little is known about how social exclusion affects cognitive performance during this time of life. Here, we compared the effects of exclusion between adolescence and adulthood. We recruited 98 females in three age groups: young adolescents (N = 36, aged 10.1–14.0), mid-adolescents (N = 35, aged 14.3–17.9) and adults (N = 27, aged 18.3–38.1). All age groups showed reductions in mood after exclusion, compared to inclusion, in a virtual ball-tossing game. Young adolescents also showed reduced verbal working memory accuracy following exclusion. There was no effect of exclusion on visuo-spatial working memory in any age group. These results suggest young adolescent girls’ verbal working memory accuracy was affected by a short, virtual social exclusion experience. This highlights the importance of the social environment in adolescence and underlines the need to consider age differences in response to exclusion in the design and timing of social exclusion interventions in schools.

Why do I contribute to organizational learning when I am ostracized? A moderated mediation analysis

Drawing on social exchange and emotional regulation perspectives, this study investigates the role of emotional suppression in reducing the detrimental effects of workplace ostracism on organizational learning. Based on the responses of 162 participants from the financial industry, and with the application of moderated mediation analysis, the findings demonstrate that workplace ostracism is mediated by employee silence, which has a negative effect on organizational learning. Interestingly, however, the results exhibit that emotional suppression operates as a buffer between workplace ostracism, employee silence and organizational learning, which leads to the achievement of organizational learning motives. Therefore, the silent employees, who experience workplace ostracism, may still be contributing toward organizational learning, if they are proficient in suppressing their emotions. Given that, the study implies that emotional suppression is fundamentally important to reduce the injurious outcomes of workplace ostracism, in the contemporary organizational settings, particularly with regard to organizational learning.

Turning a Blind Eye? Punishment of Friends and Unfamiliar Peers After Observed Exclusion in Adolescence

In order to decrease the occurrence of social exclusion in adolescence, we need to better understand how adolescents perceive and behave toward peers involved in exclusion. We examined the role of friendships in treatment of perpetrators and victims of social exclusion. Eighty-nine participants (aged 9-16) observed exclusion of an unfamiliar peer (victim) by their best friend and another unfamiliar peer. Subsequently, participants could give up valuable coins to altruistically punish or help peers. Results showed that participants altruistically compensated victims and punished unfamiliar excluders, but refrained from punishing their friends. Our findings show that friendship with excluders modulates altruistic punishment of peers and provide mechanistic insight into how friendships may influence treatment of peers involved in social exclusion during adolescence.

Workplace ostracism and discretionary work effort: A conditional process analysis

Drawing on affective events theory (AET) and workplace incivility spiral, this study tested a conditional process model to explain, when and how, affective workplace events (workplace ostracism and workplace incivility) affect employees’ emotions and work effort. Data for this cross-sectional study were collected via an online survey from 251 employees at three public sector universities in Quetta, Pakistan. Results indicated that both ostracism and incivility encumber work effort, and that one way via which ostracism negatively affects work effort is by provoking targets’ negative affect (NA). Results also revealed that workplace incivility exacerbated positive relationship of ostracism and NA such that this relationship was stronger when incivility was high and weaker when incivility was low. Moreover, the indirect effects of ostracism on work effort were also contingent on workplace incivility. Practical implications are discussed at the end.

Workplace ostracism, self-regulation, and job performance: Moderating role of intrinsic work motivation

Drawing from a self-regulation perspective, we examine how intrinsic work motivation changes the relation between workplace ostracism and employee job performance via self-leadership. We test a moderated mediated model with data collected from 101 employees at two points in time. Results provide support for the hypothesis that ostracized employees who are more intrinsically motivated use self-leadership strategies to a greater degree to improve their job performance than their counterparts who are not intrinsically motivated. The findings contribute to research regarding boundary conditions of ostracism theory and have important practical implications.

Impact of gendered ingroup/outgroup ostracism on women's academic performances

This study investigated the impact of ostracism (vs. inclusion) for women in a same-sex vs. opposite-sex group on their cognitive performances. Female participants played Cyberball with other women or men and were either included or excluded. Participants then had to engage in the performance tasks. Results showed that women's performance was decreased by ostracism in a math task (but not a verbal task) yet only in the same-sex condition. Furthermore, this result was obtained only among participants who did the numeric task first. No effect was observed in the verbal task. Two replications of the initial study were conducted using the math task. The result of the first study has been replicated one time. A meta-analysis revealed a small effect of ostracism on performance in the ingroup condition, whereas the effect seems to be non-existent in the outgroup condition. Results are discussed and future perspectives are proposed.

Workplace ostracism and employee silence in nursing: the mediating role of organizational identification

AIMS

The aim of this study was to examine the direct and indirect effect, through organizational identification, of workplace ostracism on nurses' silence towards patient safety.

BACKGROUND

Employee silence in nursing has recently received attention in relation to its antecedents. Yet, very little is known about the role of workplace ostracism in generating nurses' silence.

DESIGN

A cross-sectional survey was conducted in a public hospital in Cyprus.

METHOD

Data were collected from 157 nurses employed in a public hospital of Cyprus between November 2014-January 2015. To examine the present hypotheses bootstrapping analysis and Sobel test were conducted.

RESULTS

Results demonstrated that workplace ostracism has an effect on nurses' silence towards patient safety. Moreover, this effect was partially mediated through organizational identification.

CONCLUSIONS

Workplace ostracism among nurses significantly affects both nurses' attitude and behaviour namely organizational identification and employee silence.

The ordinal effects of ostracism: a meta-analysis of 120 Cyberball studies

We examined 120 Cyberball studies (N = 11,869) to determine the effect size of ostracism and conditions under which the effect may be reversed, eliminated, or small. Our analyses showed that (1) the average ostracism effect is large (d > |1.4|) and (2) generalizes across structural aspects (number of players, ostracism duration, number of tosses, type of needs scale), sampling aspects (gender, age, country), and types of dependent measure (interpersonal, intrapersonal, fundamental needs). Further, we test Williams's (2009) proposition that the immediate impact of ostracism is resistant to moderation, but that moderation is more likely to be observed in delayed measures. Our findings suggest that (3) both first and last measures are susceptible to moderation and (4) time passed since being ostracized does not predict effect sizes of the last measure. Thus, support for this proposition is tenuous and we suggest modifications to the temporal need-threat model of ostracism.