Purpose

Being ignored or excluded is a painful experience. Belongingness theory suggests that individuals inherently desire for belongingness and social interactions. This study aims to explore whether ostracized employees take actions to seek potential re-inclusion in the workplace.

Design/methodology/approach

Data were collected from a two-wave survey. Ordinary least squares regressions were conducted to test the hypotheses.

Findings

Workplace ostracism is positively associated with victims’ impression management behaviors (i.e. self-promotion and exemplification) through need for approval. In addition, these indirect relationships are more salient for victims with stronger self-face concerns.

Originality/value

This study examines how ostracized employees strive for potential re-inclusion and who are more likely to seek approval. Specifically, this study identifies two impression management behaviors as victims’ potential re-inclusion tactics in response to ostracism in the workplace.

中文翻译：

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寻求批准：在遇到工作场所排斥时采用印象管理策略

目的

被忽视或排斥是一种痛苦的经历。归属感理论认为，个人天生渴望归属感和社会互动。本研究旨在探讨被排斥的员工是否会采取行动寻求重新融入工作场所。

设计/方法/方法

数据是从两波调查中收集的。进行普通最小二乘回归来检验假设。

发现

通过需要批准，工作场所排斥与受害者的印象管理行为（即自我推销和示范）正相关。此外，这些间接关系对于有更强烈自我面子顾虑的受害者来说更为突出。

原创性/价值

本研究调查了被排斥的员工如何争取潜在的重新融入，以及谁更有可能寻求批准。具体而言，本研究将两种印象管理行为确定为受害者潜在的重新融入策略，以应对工作场所的排斥。