ESP-4415

Published

2026-02-28

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Vol. 11 No. 2 (2026): Publishing

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Research Articles

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Copyright (c) 2026 Umi Nazira Rafie, Norzanah Mat Nor, Shaliza Alwi, Muhammad Farhan Shuhaimi, Suriana Ramli

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How to Cite

Umi Nazira Rafie, Norzanah Mat Nor, Shaliza Alwi, Muhammad Farhan Shuhaimi, & Suriana Ramli. (2026). Social exclusion in academia: A critical examination on workplace ostracism and turnover intention among early career academicians (ECAs). Environment and Social Psychology, 11(2), ESP-4451. https://doi.org/10.59429/esp.v11i2.4451

Social exclusion in academia: A critical examination on workplace ostracism and turnover intention among early career academicians (ECAs)

Umi Nazira Rafie

Faculty of Business Management and Professional Studies,Management and Science University, Shah Alam, 40100 Malaysia

Norzanah Mat Nor

AAGBS, Universiti Teknologi MARA, Shah Alam 40450, Malaysia

Shaliza Alwi

AAGBS, Universiti Teknologi MARA, Shah Alam 40450, Malaysia

Muhammad Farhan Shuhaimi

Leaderonomics, 46350, Petaling Jaya, Malaysia

Suriana Ramli

AAGBS, Universiti Teknologi MARA, Shah Alam 40450, Malaysia


DOI: https://doi.org/10.59429/esp.v11i2.4451


Keywords: workplace ostracism; turnover intention; early career academicians (ECAs); collectivist culture; higher education institutions (HEIs)

Abstract

Workplace ostracism is theoretically conceptualised as a social stressor capable of depleting an individual’s psychological and emotional resources, often leading to heightened withdrawal cognition. This phenomenon, often characterised by feelings of social exclusion, may leave the profound thought of leaving the organisation. However, its influence in the academic environment, specifically among early-career academicians (ECAs), remains insufficiently explored. Faculty members’ responses to workplace ostracism often differ in the corporate sector, reflecting the dynamic nature of academia. Hence, the core purpose of this paper is to determine the relationship between workplace ostracism and turnover intention among ECAss by drawing on the Conservation of Resources (COR) theory. Using structural equation modelling (SEM), the findings reveal a negative relationship between workplace ostracism and turnover intention that is statistically insignificant. Although counterintuitive to prior research in general organisational settings, this result highlights the distinctive nature of academic careers and the resilience of ECAs. This finding offers an invaluable insight that ECAs possess a higher level of maturity, professional autonomy, and personality robustness, enabling them to disengage from ostracised colleagues or environment without allowing such experiences to dictate their career progression, research productivity, and academic achievement. Organisations should aim to create inclusive and supportive environments through positive psychology strategies to minimize the impact of ostracism.

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