Ostracism and aggression

Published: 19-03-2021| Version 1 | DOI: 10.17632/mtpp537jm4.1
Contributor:
Albert John

Description

Ostracism and aggression data file also contains the moderator and mediator with demographic variables. The data was collected from the permanent employees working in both the manufacturing and service industries of Pakistan. The respondents were the alumni of three business schools and recruited through their connections, i.e., the snowball sampling technique. The primary inclusion criterion for the respondents was the minimum tenure of one year with the current organization. This period is selected to provide sufficient time before recording the responses of employees to workplace ostracism. We collected the time-lagged data through a self-administered online survey at two points in time. In the first-stage (t1), demographic information, workplace ostracism, and neuroticism were rated. The participants indicated the frequency with which they faced workplace rejection experiences in the current organization during the last month. As AET proposes, a particular work event will lead to emotional reaction; therefore, the second-stage (t2) was conducted three days after the first survey; the employees reported their hurt feelings and rated their overt aggression and covert aggression.

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Steps to reproduce

We collected the time-lagged data through a self-administered online survey at two points in time. In the first-stage (t1), demographic information, workplace ostracism, and neuroticism were rated. The participants indicated the frequency with which they faced workplace rejection experiences in the current organization during the last month. As AET proposes, a particular work event will lead to emotional reaction; therefore, the second-stage (t2) was conducted three days after the first survey; the employees reported their hurt feelings and rated their overt aggression and covert aggression.