Ostracism is among vastly researched and discussed psychological phenomena that have been discussed in the workplace context vastly for three decades. As the severity of the issue, employees usually let the discrimination go unnoticed and therefore the cases are not reported. To understand the underlying factors that can result in its initiation, the study examines the factors that cause ostracism. The study explores the contextual environment and the factors that influence or stop the effects of ostracism in the working environment. Moreover, the study argues on the personal outcomes factors which can be the result of stressful working culture and additional workload. The study also explores how different working environment, such as employment opportunity and power distance have a role to play in this scenario. To test the study, the data was collected from the employees and supervisors of the departmental stores in Pakistan and Sweden. The number of respondents for the data was 480 (in total after data screening). As the study had multi structural model, therefore the data was testes with Confirmatory factor analysis and Structural Equation Modelling to measure the effect of different variables on the respondents. The study reveals that the factors reveal the significant effect on the employees of service industries and it results in having negative effects on psychological and health factors of an employee. It also reveals that when these issues are not resolved, employees often intend to leave the organization voluntarily not to be ostracised. Furthermore, the study also discovered insignificant results within the context of employment opportunity due to the spread of the Corona Virus Pandemic (COVID-19). The employees could not be certain about the employment opportunity in the service industry. The study suggests that it is important for services firms especially departmental stores to develop a supportive environment for the employees and allow them to fulfil their need for belongingness by performing better at the workplace.

本研究旨在探討主管排擠部屬行為的前因，以部屬能力與威脅感作為解釋之機制，部屬能力可藉由威脅感對主管排擠產生影響。並以集體認同、知覺相似性作為部屬能力與威脅感間關係的調節變項；最後則探討主管排擠對於部屬幸福感與部屬主管承諾的影響。 本研究採用便利性取樣，使用對偶方式進行資料收集，研究對象為一般私人企業之員工，共發出紙本問卷328套，回收234套，回收率為71%，有效問卷為207套，有效回收率為63%。藉由SPSS 20與Lisrel 8.8等統計軟體進行資料分析，本研究結果顯示，部屬能力會透過威脅感對主管排擠產生正向的間接效果；當部屬越知覺主管對自己有排擠行為時，部屬之主管承諾越低；部屬知覺主管排擠對部屬幸福感則不具影響；而不論是集體認同或是知覺相似性，對於部屬能力與威脅感間的關係，皆無預期之調節效果。最後，針對本研究之結果進行討論，並說明理論貢獻、管理意涵、研究限制與未來研究建議。 / This study aimed at investigating the antecedents of supervisor ostracism. We used subordinates’ competence and threat from subordinates as mechanisms to illustrate the antecedents of supervisor ostracism. We hope to explore the indirect effect of subordinates’ competence on supervisor ostracism via threat from subordinates. Moreover, we proposed that collective identity and perceived supervisor-subordinate similarity can moderate the relationship between subordinates’ competence and threat from subordinates. We further explore the direct effect of supervisor ostracism on supervisor commitment and well-being. The sample of this study is selected using convenience sampling, and the data is dyad-level data. Totally 328 questionnaires were issued and 234 were returned. The response rate is 71%. Among returned questionnaires, there were 207 effective questionnaires with the effective rate of 63%. The collected data was analyzed by SPSS 20 and Lisrel 8.8. The result indicated that subordinates’ competence has positive indirect effect on supervisor ostracism via threat from subordinates. Although subordinate perceived supervisor ostracism has negative effect on supervisor commitment, it had no effect on well-being. Supervisor collective identity and perceived supervisor-subordinate similarity did not moderate the relationship between subordinates’ competence and threat from subordinates. Finally, theoretical and managerial implications of these findings are discussed.