Workplace ostracism in nursing: a scoping review
TL;DR
Current evidence suggests that workplace ostracism is a complex and context-dependent phenomenon in nursing organizations and nursing managers should address leadership behaviors, team culture, communication safety, and organizational support to reduce workplace ostracism and its potential adverse consequences.
Abstract
Background Workplace ostracism is a negative workplace experience. It can affect nurses' psychological wellbeing and work-related behaviors. However, this issue has not been fully discussed in nursing, a profession characterized by intensive interpersonal interaction and complex social contexts. Objective This scoping review aimed to examine studies on workplace ostracism in nursing. It summarized the current research status, variable roles, potential mechanisms, and major outcomes. Methods This study followed the scoping review guidance of the Joanna Briggs Institute. PubMed, Embase, Web of Science, APA PsycInfo, The Cochrane Library, Scopus, CINAHL, and MEDLINE Ultimate were searched. The search covered the period from database inception to April 19, 2026. Two Reviewers independently screened the studies, reviewed the full texts, and extracted the data. Results A total of 21 studies from nine countries were included. Most studies were conducted in China, Egypt, and Pakistan, indicating a degree of geographical concentration in the current evidence base. The included studies were predominantly cross-sectional quantitative surveys, with only a small number using time-lagged designs, multilevel nested analyses, or qualitative interviews, suggesting limited methodological diversity. In the field of nursing, workplace exclusion is mainly studied as an independent variable, mediating variable, or outcome variable. The correlates of workplace ostracism among nurses involved individual and organizational factors. Potential mechanisms included psychological resource depletion, reduced organizational identification, and impaired communication. Associated outcomes covered multiple levels, including individual psychological health, professional behavior, and organizational functioning. Conclusion Current evidence suggests that workplace ostracism is a complex and context-dependent phenomenon in nursing organizations. Given the predominance of cross-sectional designs, future research should strengthen theoretical integration and methodological development, including longitudinal studies, intervention studies, mixed-methods research, and cross-cultural comparisons, to further clarify its pathways and effective intervention strategies. Nursing managers should address leadership behaviors, team culture, communication safety, and organizational support to reduce workplace ostracism and its potential adverse consequences.