双视角下社会排斥的内涵界定及其前因分析
Conceptual Clarification and Antecedent Analysis of Social Exclusion from a Dual-Perspective Approach
摘要: 社会排斥普遍存在于日常生活、组织和群体互动中，对个体情绪、认知与行为产生深远影响。现有研究常混合被排斥者体验与施加者行为视角，易导致归因混淆和责任错置。本文区分双视角，整合社会排斥的内涵、外延与前因机制。文章指出，个体特质多为条件性风险因素，宏观规范、权力结构及文化心理条件(如安土重迁与以他人评价为参照的耻感)是排斥生成与维持的关键。提出认知–互动–结构三层级框架，揭示排斥在信息加工、互动反馈和社会规范中被逐步生成和维持的过程，并提出可操作干预建议，为管理者和教育者区分合理规范维护与恶意排斥提供参考。
Abstract: Social exclusion is pervasive in daily life, organizational contexts, and group interactions, exerting profound effects on individuals’ emotions, cognition, and behavior. Existing research often conflates the perspectives of exclusion targets and perpetrators, leading to conceptual ambiguity and misplaced responsibility. This article distinguishes the dual perspectives and integrates the conceptual scope, related constructs, and antecedent mechanisms of social exclusion. Individual characteristics mainly serve as conditional risk factors, whereas macro-level norms, power structures, and cultural-psychological factors (e.g., attachment to existing relationships and other-focused shame) are key to the generation and maintenance of exclusion. An integrative cognitive–interactional–structural framework is proposed, illustrating how exclusion unfolds through subjective information processing, interactive feedback, and social norms, with actionable guidance for interventions. This framework aids managers and educators in distinguishing legitimate norm enforcement from malicious exclusion.
文章引用：庄晨 (2026). 双视角下社会排斥的内涵界定及其前因分析. 心理学进展, 16(2), 376-383. https://doi.org/10.12677/ap.2026.162098

参考文献

[1] 杜建政, 夏冰丽(2008). 心理学视野中的社会排斥. 心理科学进展, (6), 981-986.
[2] 靳娟娟, 邵蕾, 黄潇潇, 张亚利, 俞国良(2023). 社会排斥与攻击的关系: 一项元分析. 心理学报, 55(12), 1979-1996.
[3] 罗兴佐, 刘天文(2022). 熟人社会中的关系资源与地方市场. 华南农业大学学报(社会科学版), 21(6), 104-113.
[4] 田欣, 赵建坤(2005). 安土重迁观念的产生及其变化. 河北师范大学学报(哲学社会科学版), (3), 97-101.
[5] 王晓广(2015). 论耻感文化的道德功能. 学术交流, (12), 158-162.
[6] 谢立中(2025). “团体格局”和“差序格局”关系新探. 社会科学, (10), 5-13.
[7] 张晓洁, 王海珍(2014). 中国文化背景下管理中的“关系”研究综述. 管理学报, 11(7), 1087-1094.
[8] Andersson, L. M., & Pearson, C. M. (1999). Tit for Tat? The Spiraling Effect of Incivility in the Workplace. The Academy of Management Review, 24, 452-471.[CrossRef] 
[9] Aquino, K., & Lamertz, K. (2004). A Relational Model of Workplace Victimization: Social Roles and Patterns of Victimization in Dyadic Relationships. Journal of Applied Psychology, 89, 1023-1034.[CrossRef] [PubMed]
[10] Balliet, D., & Ferris, D. L. (2013). Ostracism and Prosocial Behavior: A Social Dilemma Perspective. Organizational Behavior and Human Decision Processes, 120, 298-308.[CrossRef] 
[11] Brambilla, M., Rusconi, P., Sacchi, S., & Cherubini, P. (2011). Looking for Honesty: The Primary Role of Morality (vs. Sociability and Competence) in Information Gathering. European Journal of Social Psychology, 41, 135-143.[CrossRef] 
[12] Chen, F., Guo, T., & Wang, J. (2024). Divergent Effects of Warmth and Competence Social Rejection: An Explanation Based on the Need-Threat Model. Journal of Personality and Social Psychology, 126, 461-476.[CrossRef] [PubMed]
[13] Claypool, H. M., & Bernstein, M. J. (2014). Social Exclusion and Stereotyping: Why and When Exclusion Fosters Individuation of Others. Journal of Personality and Social Psychology, 106, 571-589.[CrossRef] [PubMed]
[14] Cortina, L. M., Rabelo, V. C., & Holland, K. J. (2018). Beyond Blaming the Victim: Toward a More Progressive Understanding of Workplace Mistreatment. Industrial and Organizational Psychology, 11, 81-100.[CrossRef] 
[15] David, E. M., Volpone, S. D., Avery, D. R., Johnson, L. U., & Crepeau, L. (2023). Am I Next? Men and Women’s Divergent Justice Perceptions Following Vicarious Mistreatment. Journal of Applied Psychology, 109, 1039-1058.[CrossRef] [PubMed]
[16] DeWall, C. N., & Baumeister, R. F. (2006). Alone but Feeling No Pain: Effects of Social Exclusion on Physical Pain Tolerance and Pain Threshold, Affective Forecasting, and Interpersonal Empathy. Journal of Personality and Social Psychology, 91, 1-15.[CrossRef] [PubMed]
[17] Einarsen, S. (2000). Harassment and Bullying at Work: A Review of the Scandinavian Approach. Aggression and Violent Behavior, 5, 379-401.
[18] Feinberg, M., Willer, R., & Schultz, M. (2014). Gossip and Ostracism Promote Cooperation in Groups. Psychological Science, 25, 656-664.[CrossRef] [PubMed]
[19] Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The Development and Validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93, 1348-1366.[CrossRef] [PubMed]
[20] Ferris, D. L., Chen, M., & Lim, S. (2017). Comparing and Contrasting Workplace Ostracism and Incivility. Annual Review of Organizational Psychology and Organizational Behavior, 4, 315-338.[CrossRef] 
[21] Hershcovis, M. S. (2011). “Incivility, Social Undermining, Bullying…oh My!”: A Call to Reconcile Constructs within Workplace Aggression Research. Journal of Organizational Behavior, 32, 499-519.[CrossRef] 
[22] Hershcovis, M. S., & Reich, T. C. (2013). Integrating Workplace Aggression Research: Relational, Contextual, and Method Considerations. Journal of Organizational Behavior, 34, S26-S42.[CrossRef] 
[23] Hitlan, R. T., Kelly, K. M., Schepman, S., Schneider, K. T., & Zárate, M. A. (2006). Language Exclusion and the Consequences of Perceived Ostracism in the Workplace. Group Dynamics: Theory, Research, and Practice, 10, 56-70.[CrossRef] 
[24] Howard, M. C., Cogswell, J. E., & Smith, M. B. (2020). The Antecedents and Outcomes of Workplace Ostracism: A Meta-Analysis. Journal of Applied Psychology, 105, 577-596.[CrossRef] [PubMed]
[25] Poulsen, J. R., & Kashy, D. A. (2012). Two Sides of the Ostracism Coin: How Sources and Targets of Social Exclusion Perceive Themselves and One Another. Group Processes & Intergroup Relations, 15, 457-470.[CrossRef] 
[26] Robinson, S. L., O’Reilly, J., & Wang, W. (2013). Invisible at Work: An Integrated Model of Workplace Ostracism. Journal of Management, 39, 203-231.
[27] Rudert, S. C., Janke, S., & Greifeneder, R. (2021). Ostracism Breeds Depression: Longitudinal Associations between Ostracism and Depression over a Three-Year-Period. Journal of Affective Disorders Reports, 4, Article 100118.[CrossRef] 
[28] Rudert, S. C., Keller, M. D., Hales, A. H., Walker, M., & Greifeneder, R. (2020). Who Gets Ostracized? A Personality Perspective on Risk and Protective Factors of Ostracism. Journal of Personality and Social Psychology, 118, 1247-1268.[CrossRef] [PubMed]
[29] Rudert, S. C., Möring, J. N. R., Kenntemich, C., & Büttner, C. M. (2023). When and Why We Ostracize Others: Motivated Social Exclusion in Group Contexts. Journal of Personality and Social Psychology, 125, 803-826.[CrossRef] [PubMed]
[30] Rudert, S. C., Sutter, D., Corrodi, V. C., & Greifeneder, R. (2018). Who’s to Blame? Dissimilarity as a Cue in Moral Judgments of Observed Ostracism Episodes. Journal of Personality and Social Psychology, 115, 31-53.[CrossRef] [PubMed]
[31] Smart Richman, L., & Leary, M. R. (2009). Reactions to Discrimination, Stigmatization, Ostracism, and Other Forms of Interpersonal Rejection: A Multimotive Model. Psychological Review, 116, 365-383.[CrossRef] [PubMed]
[32] Wang, Z., & Li, G. (2018). You Don’t Actually Want to Get Closer to the Star: How LMX Leads to Workplace Ostracism. Frontiers of Business Research in China, 12, 37-49.[CrossRef] 
[33] Wesselmann, E. D., Wirth, J. H., Pryor, J. B., Reeder, G. D., & Williams, K. D. (2013). When Do We Ostracize? Social Psychological and Personality Science, 4, 108-115.[CrossRef] 
[34] Williams, K. D. (2007). Ostracism. Annual Review of Psychology, 58, 425-452.[CrossRef] [PubMed]
[35] Yang, J., & Treadway, D. C. (2018). A Social Influence Interpretation of Workplace Ostracism and Counterproductive Work Behavior. Journal of Business Ethics, 148, 879-891.[CrossRef] 
[36] Zhang, H., Zhang, S., Lu, J., Lei, Y., & Li, H. (2021). Social Exclusion Increases the Executive Function of Attention Networks. Scientific Reports, 11, Article No. 9494.[CrossRef] [PubMed]