Perceived Exclusion in the Workplace: The Moderating Effects of Gender on Work-Related Attitudes and Psychological Health‪.‬

Research examining the nature and consequences of social exclusion indicates that such behavior is multifaceted and has deleterious effects on the intended targets. However, relatively little research has specifically assessed the impact of such behavior on employees who perceive of themselves as being excluded within their place of work. Even less has examined gender differences in relation to exclusionary behavior. The current research investigated the moderating effect of gender on the relation between perceived exclusion at work and work-related attitudes and psychological health. Participants included 223 working students (64 men and 159 women). Hierarchical moderated regression analyses on work attitudes (supervisor satisfaction, coworker satisfaction) and psychological health supported initial predictions. At higher levels of perceived exclusion men indicated lower satisfaction and psychological health compared to women. Findings are discussed in terms of potential workplace implications and limitations of the current research. Exclusionary behaviors may take many forms, including giving another the silent treatment, unrequited love, being shunned, ignoring another, and outright rejection (Leary, 2001). Similarly, multiple definitions exist as to what constitutes exclusionary behavior. For example, Gruter and Masters (1986) note that ostracizing forms of behavior range from minor exclusionary tactics such as curt responses to more serious instances, with the most serious form of ostracism involving death. In his research on ostracism, Williams (2001) takes a moderate position, defining ostracism as "any act or acts of ignoring or excluding of an individual or groups by an individual or groups" (p. ix).