Being Ostracized Versus Out of the Loop: Redundant or Unique Predictors of Variance in Workplace Outcomes?

Based on the existing research, being excluded from information (i.e., being out of the loop) produces similar consequences as being ignored or excluded from activities.

"I Did It, But Not Like That": Effects of Factually Incorrect Confessions on Juror Judgments.

Several high-profile cases involving wrongful convictions have featured factually incorrect confessions (i.e., confessions that contradicted case facts).

Who Is Less Likely to Ostracize? Higher Trait Mindfulness Predicts More Inclusionary Behavior.

Despite the pain ostracism (being excluded and ignored) causes, researchers have minimally investigated factors related to reducing its occurrence. We investigated the association between higher trait mindfulness (the tendency to be attentive to the present moment) and lower engagement in ostracism. In Study 1, employed adults scoring higher on trait mindfulness reported ostracizing coworkers less.

When inclusion hurts: The role of valence in moderating the effects of being in the loop.

We explored conditions under which being in the loop may be an undesirable experience. We tested whether information valence moderates the effects of being in versus out of the loop in four studies. In a pilot study, participants imagined positive and negative events and indicated the degree to which they would like to know this information.

Minding the interpersonal gap: mindfulness-based interventions in the prevention of ostracism.

Ostracism is a ubiquitous phenomenon, occurring across a broad range of social contexts and detrimentally impacting personal outcomes. Through enhanced present-moment attention and awareness, mindfulness-based interventions may help prevent this harmful behavior. The current research examined the role of state mindfulness in reducing the propensity to commit ostracism.

"Why am I out of the loop?" attributions influence responses to information exclusion.

Studies show the importance of information sharing in decision making. However, information sharing also affects intrapersonal perceptions and group dynamics. Three experiments demonstrated that out-of-the-loop individuals experienced thwarted needs (e.

"I had a confidence epiphany!": Obstacles to combating post-identification confidence inflation.

Research shows that eyewitnesses often become more confident with their selections from a lineup over time, a problem labeled "confidence inflation." Wells et al. (1998) Law and Human Behavior, 22, 603-647 suggested that eyewitnesses provide a confidence statement immediately following their selection to capture an unadulterated measure of confidence.