Explaining the Causal and Contextual Factors in Preventing Workplace Ostracism among Auditors of the Supreme Audit Court

Abstract

This study aimed to explain the causal and contextual factors involved in preventing workplace ostracism among auditors of the Supreme Audit Court. This applied qualitative study was conducted using an inductive and exploratory design based on Multiple Grounded Theory. Participants were auditors of the Supreme Audit Court who were selected purposively and subsequently through theoretical sampling on the basis of their professional experience and familiarity with organizational and auditing processes. Data were collected through in-depth semi-structured interviews and were supplemented by relevant theoretical literature as a source of theoretical grounding. Data collection and analysis were conducted simultaneously and continued until theoretical saturation. Analysis involved inductive coding, first-level conceptual coding, second-level category development, conceptual refinement, pattern coding, constant comparison, analytic memoing, and theoretical enrichment to integrate empirical evidence with relevant theoretical concepts. The analysis generated 90 open codes that were organized into five principal categories across causal, contextual, and intervening conditions. The causal conditions comprised personality characteristics, behavioral factors, and individual capabilities. Personality-related factors included mental health disturbances, dysfunctional behavior, low self-esteem, anxiety, rigidity, and interpersonal tendencies. Behavioral factors included incivility, gossip, humiliation, underperformance, arrogance, promotion-oriented conduct, cultural incompatibility, political behavior, and characteristics inherent in auditing work. Individual capability factors included weaknesses in professional knowledge, critical thinking, problem-solving, responsibility, confidentiality, persuasion, and teamwork. Contextual conditions were represented by organizational characteristics, including organizational culture, competitive climate, professional ethics, organizational behavior, leadership style, employee participation, career development, and performance evaluation. Intervening conditions included lack of cooperation, job indifference, low professional tenure, and destructive leadership. Workplace ostracism among auditors is a multidimensional phenomenon resulting from the interaction of personal, behavioral, professional, and organizational conditions. Its prevention requires an integrated approach that strengthens professional competencies, interpersonal conduct, inclusive leadership, organizational justice, employee participation, and supportive workplace culture.