Intervening when Ostracism Occurs: Individual Differences and Psychological Safety as Predictors

Abstract

Previous research shows a multitude of negative workplace outcomes associated with ostracism. Research indicates that bystander intervention can play a role in reducing ostracism in the workplace, but there is a dearth of studies focusing specifically on intervening in response to ostracism. Furthermore, there is a lack of information regarding the factors that are most likely to predict intervening within the context of workplace ostracism. This study assessed the influence of contextual factors (i.e., psychological safety) and individual difference factors (i.e., empathy, personality, and gender) on individuals' willingness to intervene when coworker ostracism is observed. Three hierarchical multiple regressions were used to analyze data. The first regression contained high-level intervening as the outcome variable, the second contained low-level intervening as the outcome variable, and the third used overall intervening as the outcome variable. Results indicated that previous experiences of ostracism, a control variable, was the most predictive of intervening, followed by extraversion. Individuals who had more experiences with ostracism or who were higher in extraversion were significantly more likely to intervene. Individuals higher in neuroticism were significantly less likely to engage in high-level intervening, but it was not significantly related to low-level or overall intervening. All other hypothesized relationships were not supported. The results have implications for organizations and future research on workplace ostracism.