When Exclusion at Work Breeds Cynicism among LGBTQ Employees.

Abstract

The current study explores the impact of workplace ostracism on organisational cynicism among LGBTQ+ employees and examines the mediating effect of competitive psychological climate. Despite the increasing focus on diversity and inclusion, LGBTQ+ employees might experience subtle exclusions that shape workplace attitudes and behaviours. Drawing upon Social Exchange Theory and Conservation of Resource Theory, the present study investigates the relationship between workplace ostracism, competitive psychological climate, and organisational cynicism among LGBTQ+ employees. For this purpose, we have utilised a quantitative cross-sectional approach, and data were collected from 50 LGBTQ+ employees of diverse service sector organisations. Data were analysed with SmartPLS 4. The measurement model was assessed through reliability and validity tests, while the structural model was evaluated using bootstrapping procedures. The results of PLS-SEM demonstrate that workplace ostracism is a strong predictor of organisational cynicism and competitive psychological climate. Moreover, competitive psychological climate is a key antecedent of organisational cynicism and partially mediates the linkage between ostracism and organisational cynicism. The study contributes to the emerging literature on LGBTQ+ workplace experiences by highlighting the organisational consequences of exclusionary workplace practices and offering insights for creating inclusive and supportive work environments. The results have implications for inclusive practices at an organisational level and positive workplace climates.