From exclusion to deviance: understanding the impact of workplace ostracism on nurses’ deviant behaviors through emotional exhaustion and defensive silence

Abstract Background The workplace ostracism phenomenon is gaining more attention and adversely affects organizational outcomes, individual behaviors, and performance. It can directly lead to deviant work behaviors as a retaliatory response. Also, perceived workplace ostracism can lead to emotional exhaustion that can mediate between ostracism and other outcomes. Nurses experiencing emotional exhaustion might adopt defensive silence as a coping strategy, which can contribute to a cycle where unresolved issues and unspoken concerns lead to frustration and disengagement, potentially culminating in deviant work behaviors. Aim This study aimed to examine the association between workplace ostracism and nurses’ deviant work behaviors, highlighting the mediating roles of emotional exhaustion and defensive silence in this relationship. Subjects and methods A descriptive correlational design was used to describe and examine relationships among these variables in a governmental hospital (Al-Ahrar Teaching Hospitals) in Egypt. Four standardized scales were used to assess workplace ostracism, deviant work behaviors, emotional exhaustion, and defensive silence among nurses; 257 nurses were surveyed randomly. AMOS structural equation modeling (SEM) was used to examine the hypothetical model of the study. Results Workplace ostracism had a significant direct effect on emotional exhaustion (β = 0.57, p < 0.001), defensive silence (β = 0.47, p < 0.001), and deviant work behavior among nurses (β = 0.41, p < 0.001). The indirect effect of workplace ostracism on nurses’ deviant work behavior, mediated by emotional exhaustion (β = 0.627, p = 0.001). Correspondingly, the indirect effect of workplace ostracism on nurses’ deviant work behavior; mediated by defensive silence (β = 0.033, p = 0.041). Also, the overall indirect effect of workplace ostracism on nurses’ deviant work behavior; mediated serially by emotional exhaustion and defensive silence (β = 0.660, p = 0.001). Conclusions The findings demonstrate that workplace ostracism influences deviant behavior among nurses both directly and indirectly through emotional exhaustion and defensive silence. These results highlight the crucial role of social interaction and trust in minimizing negative workplace behaviors within healthcare settings. Implications for nursing management and leadership Addressing workplace ostracism is essential for nursing management to mitigate its negative impact on nurses’ well-being and organizational outcomes. To effectively tackle this issue, nursing managers can implement the following actionable strategies, such as​ creating clear policies that define workplace ostracism and outline procedures for reporting and addressing such behaviors.​ Set up anonymous channels for nurses to report incidents of ostracism without fear of retaliation.​ Regularly monitor and address reports to demonstrate a commitment to a supportive workplace culture.​ Offer workshops focused on communication, empathy, and teamwork to enhance staff interactions and reduce misunderstandings.​ Encourage regular team meetings where nurses can voice concerns, share ideas, and discuss challenges.​ Foster a culture where feedback is welcomed and valued, reducing the likelihood of defensive silence.​ Assess and adjust workloads to ensure they are manageable, thereby reducing stress and emotional exhaustion among staff.​ Acknowledge and reward behaviors that contribute to a positive and inclusive work environment. Celebrate teamwork and collaborative achievements to reinforce a sense of belonging. Implement surveys and assessments to gauge the prevalence of ostracism and its impact on staff.​. Clinical trial Not applicable.