Sharif Digital Repository

A lot of researchers have suggested that ostracism as a disruptive behavior, has been widespread among organizations and a lot of researches has been studied its consequences in recent years.This research studies ostracism’s consequences and proposes a theoretical model of organizational ostracism with affective commitment, intention to turnover and organizational dependability as one of affective commitment’s antecedents. This study has been done on 231 employees of three medium knowledge-based organizations to identify the effects of ostracism on employee’s turnover behavior. Results show that ostracism, due to its impact on the affective commitment of ostracized peoples, reduces this type...