Invisible at Work
系统梳理并整合了组织中排斥现象的研究，明确定义了职场排斥及其关键特征，并构建了一个涵盖成因、调节因素和后果的宽泛模型，为组织学者研究排斥提供了框架和未来方向。
This article offers a review, integration, and extension of the literature relevant to ostracism in organizations. We first seek to add conceptual clarity to ostracism, by reviewing existing definitions and developing a cohesive one, identifying the key features of workplace ostracism, and distinguishing it from existing organizational constructs. Next, we develop a broad model of ostracism in organizations. This model serves to integrate the relevant findings related to ostracism in organizations and to extend our theorizing about it. We take a decidedly organizational focus, proposing organizationally relevant factors that may cause different types of ostracism, moderate the experience of ostracism at work, and moderate the reactions of targets. We hope this article will provide a good foundation for organizational scholars interested in studying ostracism by providing a framework of prior literature and directions for future study.