Workplace ostracism (WO) poses a significant threat to organizational well-being, with implications for employee turnover intention (TI). This meta-analysis explores the relationship between WO and TI across 32 studies involving 10,553 participants from diverse sectors and countries. The findings reveal a significant positive correlation (r = 0.31) between WO and TI, indicating that employees experiencing ostracism are more likely to contemplate leaving their jobs. Despite substantial heterogeneity (I² = 93.07%), moderators such as participants’ average age and the percentage of females show limited impact on the relationship. Sector-based subgroup analysis suggests a consistent impact of WO on TI across various employment sectors. The study provides practical insights for managers, emphasizing the importance of addressing WO to enhance employee retention and well-being. Recommendations include fostering inclusive cultures and implementing targeted interventions to mitigate the negative effects of ostracism in diverse organizational settings.

Workplace ostracism, turnover intention, meta-analysis, systematic literature review, moderators

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