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Using a detailed single-case account from an Australian university, the paper applies a broad workplace-ostracism model to assess its fit for academic contexts. It highlights limitations of applying the original organisational framework and proposes modifications tailored to the academic workplace, including the role of scholarly reputation. The analysis also motivates future research to extend the model for academia and to better anticipate and prevent ostracism while mitigating its consequences.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/workplace-ostracism-in-academia/595090/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/workplace-ostracism-in-academia/595090.png","ImageObject",300,407,{"name":92,"@type":93},"Bulrr","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-30","2026-10-15",true,{"@type":102,"interactionType":103,"userInteractionCount":19},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What is workplace ostracism in an academic workplace?","Question",{"text":112,"@type":113},"Workplace ostracism is being ignored and excluded without excessive explanation or explicit negative attention. In academia, it can render the target effectively invisible and excluded from both work-related and social interaction.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"Why does the paper examine a workplace ostracism model for academia?",{"text":117,"@type":113},"The paper uses a broad workplace-ostracism model to assess its limitations in educational organisations. It then suggests extensions to make the model more applicable to academic environments.",{"name":119,"@type":110,"acceptedAnswer":120},"How does the case study illustrate ostracism outcomes for the target?",{"text":121,"@type":113},"After a meeting with discipline leadership and Human Resources, the target’s contracts were not renewed and she was removed from her job and contact networks. She was later ostracised by colleagues and denied access to workshops and meetings, with applications at other universities not being received.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},595090,1792208553,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":19,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":44,"language":139,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":67,"update_tm":143,"read_time":144,"preview_page_count":4},5909892115043,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","A U S T R A L I A N U N I V E R S I T I E S ’ R E V I E W  \nWorkplace ostracism in academia  \nSue Sherratt  \nCommunication Research Australia  \nOstracism in the academic workplace has not received attention commensurate with its frequency and seriousness. One of the more detailed models of workplace ostracism incorporates the organisational antecedents of ostracism, its pragmatic and psychological impact and behavioural outcomes. Using a detailed written account of experiences within an Australian university, the model is examined to determine its limitations and suggest extensions which may make it more applicable to academic environments. This paper advances a modified version of the model, tailored specifically to cater for ostracism within academia, by taking into consideration the nature of the academic workplace and the significance of scholarly reputation. Future research may identify additional extensions for academia as well as modifications to the original model to ensure its applicability to other specialised workplaces. This may also lead to better ways in which to anticipate and prevent the antecedents of workplace ostracism and ameliorate its consequences.  \nKeywords: ostracism, workplace bullying, academia, higher education,faculty members, mobbing, whistleblowing  \nIntroduction  \nBullying in the workplace has now been widely investigated. However researchers from academia have ‘paid relatively little attention to bullying in their own backyards’ (Keashly & Neuman, 2010, p. 48), although the number of studies is increasing. Academia may represent a somewhat distinctive context in which bullying may thrive and the rates may seem relatively high when compared to those in general organisations (Hollis, 2019; Keashly & Neuman, 2018).  \nA covert type of workplace bullying is ostracism. This has been defined as ‘being ignored and excluded, and it often occurs without excessive explanation or explicit negative attention’ (Williams, 2007, p. 429). Whilst overt bullying can be depicted as negative attention, the power of ostracism is embodied in the lack of any attention towards the target, either positive or negative; thus the person who is ostracisedis deemed to be unworthy of any attention at all. The target of ostracism is treated as invisible and is excluded from workrelated and social interaction and activities. The impact may be more harmful than overt bullying and is considered to be greater than the effects of sexual harassment on emotional exhaustion, cynicism and professional effectiveness (Robinson, O’Reilly, & Wang, 2013). Ostracism is noted to  \nbe a particularly toxic behaviour in organisations and a unique form of social mistreatment (Bedi, 2019; O’Reilly et al., 2015). Within the academic environment it has only received limited attention (Bilal et al., 2020; Zimmerman, CarterSowell, & Xu, 2016).  \nBased on and developed from a review of the research literature on ostracism within organisations, Robinson and colleagues (2013) have proposed a broad model of workplace ostracism. This model was selected as it applies a holistic theoretical framework to explain both the antecedents and consequences (Howard, Cogswell, & Smith, 2019). This model pertains to organisations in general. Educational organisations have some specific distinguishing aspects and these may increase the likelihood of hostile interpersonal behaviours (Keashly & Neuman, 2010). Based on a single case study (Tamara, 2012), I examine their model to demonstrate its limitations with regard to academic environments and suggest extensions which may make it more applicable to academia. This study, drawn from anonymous submissions to a parliamentary inquiry, relates specifically to academia, comprised substantial in-depth detail and is a first-person account. A single case methodology is ideal for investigating complex social processes and takes advantage of detailed access to a phenomenon that may not be easily observable by outsiders (Ozcan, Han,","cbCaifvCWHpC9A93","https://ap.wps.com/l/cbCaifvCWHpC9A93","pdf",351388,"English","# Introduction\n# Workplace ostracism as covert workplace bullying\n# Model of workplace ostracism\n# Single case study\n## Organisational antecedents and responses in the case","[{\"question\":\"What is workplace ostracism in an academic workplace?\",\"answer\":\"Workplace ostracism is being ignored and excluded without excessive explanation or explicit negative attention. In academia, it can render the target effectively invisible and excluded from both work-related and social interaction.\"},{\"question\":\"Why does the paper examine a workplace ostracism model for academia?\",\"answer\":\"The paper uses a broad workplace-ostracism model to assess its limitations in educational organisations. It then suggests extensions to make the model more applicable to academic environments.\"},{\"question\":\"How does the case study illustrate ostracism outcomes for the target?\",\"answer\":\"After a meeting with discipline leadership and Human Resources, the target’s contracts were not renewed and she was removed from her job and contact networks. She was later ostracised by colleagues and denied access to workshops and meetings, with applications at other universities not being received.\"}]","Workplace Ostracism in Academia | PDF",1792080420,23]