The current research was conducted to identify a model for faculty members’ Ostracism in the Workplace. This study is an applied study by purpose and exploratory research in nature. It was conducted qualitatively using grounded theory in relation to the method. The participants of the research included faculty memers of Iranian universities, 19 of them were selected through the purposeful and snowball methods and following the rule of theoretical saturation, and the data was collected through semi structured interviews. The results of this research indicate that three categories of causal factors including individual factors, group factors, and organizational factors, as well as contextual factors (factors related to organizational culture, factors related to organizational structure and factors related to organizational processes), and intervening factors also affect the emergence of this phenomenon in universities. Strategies to prevent the Ostracism of faculty members and the consequences of this phenomenon in universities have been determined at both the individual and organizational levels. The findings of the research can create a suitable insight about the emergence of the phenomenon of faculty members’ Ostracism in the Workplace and provide a basis for planners and policy makers of the university system to prevent it.

This research investigates the impact of Workplace Ostracism on organizational envy, with Workplace rumors serving as a mediating variable. The research employed a quantitative, correlational approach. The population of this study consisted of all employees at the second health center in Mashhad, totaling 666 individuals. A simple random sampling method was used to select a sample size of 244 participants, determined using Morgan's table. The instruments for measuring Workplace Ostracism, organizational envy, and negative Workplace rumors were the questionnaires developed by Ferris et al. (2008), Velizadeh and Azerbaijan (2013), and Spoelma (2021), respectively. The validity of the research variables was assessed through confirmatory factor analysis. The reliability of the research variables, as indicated by Cronbach's alpha, was 0. 813 for Workplace Ostracism, 0. 792 for organizational envy, and 0. 840 for negative Workplace rumors, demonstrating the reliability of the research instrument. The findings of the study revealed that Workplace Ostracism can significantly influence organizational envy, and negative rumors can exacerbate this impact. When individuals feel ostracized in the Workplace, these feelings can lead to decreased self-esteem, psychological distress, and even counterproductive behaviors. One common coping mechanism is engaging in negative rumors about others, which can negatively affect interpersonal relationships, productivity, and overall organizational performance.

This research is a metaphorical narrative from one member of a public organization about organizational Ostracism to receive a deep understanding about this organizational phenomenon. In this regard, after selecting and inviting participant to research process based typical sampling, the data were gathered through deep interviews up to theoretical saturation. In order to retelling the story, the three phases of transcription, retranscription, and restoring was executed based on three dimensions of narrative structure (interaction, continuity, and situation). Then, thems were explored and codified. Based on research findings, 6 episodes and their corresponding metaphors were explored and represented from research data: 1. Entering into organization and exemplifying (lovebird metaphor); 2. Succeeding in organization and shining (glareola metaphor); 3. Conflicting in organization and incompatibility (offened bird metaphor); 4. Declining in organization and being neglected (captive bird metaphor); 5. Ostracism in organization and banishment (cage bird metaphor); and 6. Plateaue in organization and duality of solace-tension (horror-struck bird metaphor).

Context and Purpose: The purpose of this study was to investigate the effect of being rejected from the Workplace and WorkplaceIncivilityon innovative work behavior with the mediating role of occupational anxiety. Methodology: . The present study was applied in terms of its purpose and descriptive in terms of correlational data collection. The statistical population of this research was all the employees of Chaharmahal and Bakhtiari provinces, whose number was 2255. According to the size of each region, the sample size was 660 using Cochran's formula, and the sample was selected using the stratified sampling method according to the size of each region. The class was not selected. The research tools were the standard questionnaire of WorkplaceOstracismby Rasool et al. (2019), the standard questionnaire of incivility in the Workplace by Rasool et al. (2020), the standard questionnaire of innovative work behavior by Steib and Stein (2017) and the standard questionnaire of job anxiety by De Klerk (2020). that the validity of the questionnaires was examined based on content, form and structure validity and after the necessary terms validity was confirmed and on the other hand the reliability of the questionnaires was 0. 88, 0. 88, 0. 77 and 0. 77 respectively with Cronbach's alpha method. 0 was estimated and data analysis was done at an inferential level including structural equation Findings: WorkplaceOstracism a negative and significant effect on innovative work behavior, and the coefficient of this effect was-0. 57, and WorkplaceIncivility had a negative and significant effect on innovative work behavior, and the coefficient of this effect was-0. 67.