When Colleagues Ignore You: How Idealism Sustains Constructive Action at Work

What is it about?

This study examines how coworker ostracism—being ignored or excluded by colleagues—shapes employees’ willingness to engage in change-oriented organizational citizenship behavior, meaning voluntary actions to improve practices and outcomes. It also probes why and when this occurs. The authors argue that exclusion fosters impersonal thinking toward coworkers, which weakens motivation to help advance the organization; the strength of this effect varies with employees’ level of idealism. Using survey data from employees in Mozambique’s banking sector, the findings show that coworker ostracism reduces voluntary, change-focused behavior. Excluded employees are likelier to depersonalize others—seeing them as objects rather than individuals—and this emotional detachment explains lower participation in improvement efforts. Yet employees with stronger idealism, who value kindness and care, are less prone to disengage and display greater resilience in the face of exclusion. The results offer practical guidance for human resource management. Exclusion at work can trigger a cycle of emotional withdrawal, discouraging initiative to strengthen the organization. This trajectory can be interrupted: human resource initiatives that promote empathy, fairness, and social awareness help sustain engagement. Encouraging respectful communication and inclusion may keep subtle ignoring from escalating into broader disengagement.

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Photo by Bach Nguyen on Unsplash

Photo by Bach Nguyen on Unsplash

Why is it important?

This research is unique in identifying depersonalization as the psychological link between social exclusion and reduced change-oriented citizenship behavior. By connecting exclusion and idealism, it shows how personal values can interrupt the slide from emotional hurt to disengagement. The study deepens understanding of employee motivation by illustrating how conviction and genuine concern for others help sustain constructive effort in the midst of workplace strain. The study is timely as organizations worldwide, including those in Mozambique, face shifting social dynamics, hybrid work models, and rising competition. Exclusion and fragmentation can readily erode innovation and engagement. These findings remind leaders that sustaining collaboration requires more than structural solutions—it also depends on empathy and integrity. Promoting inclusion and fairness helps organizations remain adaptable, cohesive, and resilient in uncertain times.