Ostracism and Turnover Intentions: A Multiple Mediation Model to Unravel What Lies In-between.

In this paper I bring together the real-world phenomenon of ostracism faced by newcomers who are a minority group in their first project and its negative consequence of turnover intentions and argue that this relationship is mediated by group identification and uncertainty. Understanding this aspect is critical especially in the stages of organizational entry and group socialization for newcomers to an organization given the diverse mix of newcomers and old timers in typical project based organizations. In addition to growing the understanding of the process involved in ostracism leading to turnover intentions, the paper also informs practitioners of interventions that can alleviate negative effects of ostracism for newcomers - especially given the increasing need for diversity in organizations. Findings from a study of 584 newcomers in an Indian information technology company undergoing group socialization support the argument that group identification and uncertainty are strong mediators of the relationship between ostracism and turnover intentions. [ABSTRACT FROM AUTHOR]