Organizational Deviance And Its Relationship With Workplace Ostracism among Nurses

Abdullah, A., & Marican, S. (2015). Relationship between leadership perception and engagement in workplace deviant behavior. The Malaysian Journal of Social Administration, 11(1), 131-150.‏

Alias, M., & Rasdi, R. M. (2015). Organizational predictors of workplace deviance among support staff. Procedia-Social and Behavioral Sciences, 172, 126-133.‏

Almost, J., Wolff, A. C., Stewart‐Pyne, A., McCormick, L. G., Strachan, D., & D'Souza, C. (2016). Managing and mitigating conflict in healthcare teams: an integrative review. Journal of advanced nursing, 72(7), 1490-1505.‏

Asim, M., Liu, Z., Ghani, U., Nadeem, M., & Xu, Y. (2024). Abusive supervision and helping behavior among nursing staff: a moderated mediation model. Journal of Health Organization and Management, 38(5), 724-740. https://doi.org/10.1108/jhom-12-2023-0372

Atalla, A., Hafez, D., Badr, H., Felemban, O., Mahsoon, A., & Elseesy, N. (2024). When leaders and followers match: unveiling the nexus between despotic leadership, supervisor–Nurse  value congruence, and organizational deviance—evidence from egypt. Sage Open Nursing, 10. https://doi.org/10.1177/23779608241293670

Bayin, G., & Terekli-Yesilaydin, G. (2014). Analysis of nurses’ organizational deviant behavior: An example of a university hospital. Journal of Business Research Turk, 6(3), 81-107.‏

Bedi, A. (2019). No herd for black sheep: a meta‐analytic review of the predictors and outcomes of workplace ostracism. Applied Psychology, 70(2), 861-904. https://doi.org/10.1111/apps.12238

Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of applied psychology, 85(3), 349.‏

Dash, D., Farooq, R., & Upadhyay, S. (2022). Linking workplace ostracism and knowledge hoarding via organizational climate: a review and research agenda. International Journal of Innovation Science, 15(1), 135-166. https://doi.org/10.1108/ijis-05-2021-0080

Elgammal, A. R., Zahran, S. A. E. M., & Obied, H. K. (2023). Relation between Organizational Support and Deviances at Workplace from Nurses' Prespective. Tanta Scientific Nursing Journal, 31(4), 13-30.‏ https://doi.org/10.21608/tsnj.2023.319334

Elliethey, N., Hashish, E., & Elbassal, N. (2024). Work ethics and its relationship with workplace ostracism and counterproductive work behaviours among nurses: a structural equation model. BMC Nursing, 23(1). https://doi.org/10.1186/s12912-024-01785-4

Ferris, D., Brown, D., Berry, J., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology  93 (6),1348–66.

Fiset, J. and Bhave, D. (2019). Mind your language: the effects of linguistic ostracism on interpersonal work behaviors. Journal of Management, 47(2), 430-455. https://doi.org/10.1177/0149206319833445

Gamian-Wilk, M., & Madeja-Bien, K. (2021). Ostracism in the workplace. Special topics and particular occupations, professions and sectors, 3-32.‏https://doi.org/10.1007/978-981-10-5308-5_2

Hashish, E. A. A. (2020). Nurses’ perception of organizational justice and its relationship to their workplace deviance. Nursing ethics, 27(1), 273-288.‏

Hussain, I. & Sia, S. (2017). Power distance orientation dilutes the effect of abusive supervision on workplace deviance. Management and Labour Studies, 42(4), 293-305. https://doi.org/10.1177/0258042x17731981

Jahanzeb, S., Fatima, T., Javed, B., & Giles, J. P. (2020). Can mindfulness overcome the effects of workplace ostracism on job performance?. The Journal of social psychology, 160(5), 589-602.

Kakemam, E., Torkzadeh, L., Rouzbahani, M., Zahedi, H., & Chegini, Z. (2021). The relationship between workplace deviant behaviors and organizational justice among nurses: a cross‐sectional survey. Nursing Forum, 56(4), 889-896. https://doi.org/10.1111/nuf.12636.

Karatuna, I., Jönsson, S., & Muhonen, T. (2020). Workplace bullying in the nursing profession: A cross-cultural scoping review. International journal of nursing studies, 111, 103628.‏

Liu, J., Kwan, H., Lee, C., & Hui, C. (2013). Work‐to‐family spillover effects of workplace ostracism: the role of work‐home segmentation preferences. Human Resource Management, 52(1), 75-93. https://doi.org/10.1002/hrm.21513

Manninen, S., Koponen, S., Sinervo, T., & Laulainen, S. (2023). ostracism in healthcare: association with job satisfaction, stress, and perceived Workplace health. Journal of Advanced Nursing, 80(5), 1813-1825. https://doi.org/10.1111/jan.15934

Risgiyanti, Suyono, J., Harmadi, & Istiqomah, S. (2023). the Impact of Workplace Ostracism Induced By Co-Worker Envy on Psychological Empowerment and Organizational Commitment. Journal of Indonesian Economy and Business, 38(3), 191–210. https://doi.org/10.22146/jieb.v38i3.5075

Shafique, I., Qammar, A., Kalyar, M. N., Ahmad, B., & Mushtaq, A. (2020). Workplace ostracism and deviant behaviour among nurses: a parallel mediation model. Journal of Asia Business Studies, 15(1), 50-71.‏

Walsh, B. M., Matthews, R. A., Toumbeva, T. H., Kabat-Farr, D., Philbrick, J., & Pavisic, I. (2019). Failing to be family-supportive: Implications for supervisors. Journal of Management, 45(7), 2952-2977.‏

Williams, K. D. (2007). Ostracism: The kiss of social death. Social and Personality Psychology Compass, 1(1), 236-247.‏

Wójcik, G., Wontorczyk, A., & Barańska, I. (2022). Job demands, resources and burnout among polish nurses during the late wave of covid-19 pandemic: the mediating role of emotional labor. Frontiers in Psychiatry, 13. https://doi.org/10.3389/fpsyt.2022.931391

Xia, A., Wang, B., Song, B., Zhang, W., & Qian, J. (2019). How and when workplace ostracism influences task performance: through the lens of conservation of resource theory. Human Resource Management Journal, 29(3), 353-370. https://doi.org/10.1111/1748-8583.12226

Zhu, Y. & Zhang, D. (2021). Workplace ostracism and counterproductive work behaviors: the chain mediating role of anger and turnover intention. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.761560

Sarfraz, M., Qun, W., Sarwar, A., Abdullah, M. I., Imran, M. K., & Shafique, I. (2019). Mitigating effect of perceived organizational support on stress in the presence of workplace ostracism in the Pakistani nursing sector. Psychology research and behavior management, 12, 839-849.‏

Khattak, M. N., Khan, M. B., Fatima, T., & Shah, S. Z. A. (2019). The underlying mechanism between perceived organizational injustice and deviant workplace behaviors: Moderating role of personality traits. Asia Pacific management review, 24(3), 201-211.‏

 

Mostafa, A. M. S., Boon, C., Abouarghoub, W., & Cai, Z. (2023). High‐commitment HRM, organizational engagement, and deviant workplace behaviors: The moderating role of person‐organization fit. European Management Review, 20(3), 410-424.

Moon, C., Morais, C., Randsley de Moura, G., & Uskul, A. K. (2021). The role of organizational structure and deviant status in employees’ reactions to and acceptance of workplace deviance. International Journal of Conflict Management, 32(2), 315-339.

Singh, R. (2020). Organisational embeddedness as a moderator on the organisational support, trust and workplace deviance relationships. In Evidence-based HRM: a Global Forum for Empirical Scholarship ,8, (1),  1-17. Emerald Publishing Limited.

Ngozi, N. H., & Martha, D. C. (2022). Workplace Ostracism and Performance of Logistics Companies in South West Nigeria. The International Journal of Business & Management, 10(1).‏

Pereira, V., & Mohiya, M. (2021). Share or hide? Investigating positive and negative employee intentions and organizational support in the context of knowledge sharing and hiding. Journal of Business Research, 129 (3), 368–381. https://doi.org/10.1016/j. jbusres.2021.03.01.

Chenji, K., & Sode, R. (2019). Workplace ostracism and employee creativity: role of defensive silence and psychological empowerment. Industrial and Commercial Training, 51(6), 360-370.‏

Ugwu, F., Nwali, A. C., Ugwu, L. E., Okafor, C. O., Ozurumba, K. C., & Onyishi, I. E. (2023). Mediating roles of employee cynicism and workplace ostracism on the relationship between perceived organizational politics and counterproductive work behavior. Career Development International, 28(3), 314-332.‏