Date of Conferral

2-12-2026

Degree

Ph.D.

School

Psychology

Advisor

Richard Dr. Thompson

Abstract

Psychological safety, an essential element for fostering collaboration, trust, and innovation, can be undermined by negative interactions in the workplace. Most importantly, a lack of psychological safety is a barrier to individual and organizational growth, development, and innovation, which is necessary for gaining a competitive organizational advantage. The present study examines the concept of workplace ostracism as a negative interaction in the workplace that affects psychological safety. Using the big five personality traits framework, Edmondson’s (1999) concept of psychological safety, and Tett et al.’s (2021) trait activation theory, this quantitative study examined how individual differences moderate the impact of workplace ostracism on employees’ psychological safety. A cross-sectional survey design was used to examine these relationships in a sample of 287 employed adults who experienced or witnessed workplace ostracism. The findings showed that workplace ostracism significantly decreased employees’ psychological safety, and this effect was moderated by two personality traits: extroversion, which buffered the impact, and agreeableness, which amplified it. These results suggest that the big five personality traits could shape how employees experience social exclusion and its impact on psychological safety. The insights gained could help organizations design more nuanced, personality-informed approaches to leadership, inclusion, and employee support, promoting workplaces that are not only more productive but also more socially responsive.

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