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Workplace Harassment Intensity and Revenge: Mediation and Moderation Effects

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Abstract

This study examines the mediating role of rumination, state anger, and blame attribution, and the moderating role of trait forgiveness in the relationship between workplace harassment intensity and revenge among employed students at a medium-sized Midwestern U.S. university (N = 310) and full-time employees from various industries in Shanghai, China (N = 251). We tested the proposed model using techniques described by Hayes (Introduction to mediation, moderation, and conditional process analysis, The Guilford Press, New York, 2013). Results within both samples suggested that workplace harassment intensity is positively associated with both major and minor revenge. Results of multiple mediation tests showed that state anger and blame attribution mediated the relationships between workplace harassment intensity and both types of revenge behavior. Furthermore, trait forgiveness moderated the relationship between blame attribution and major revenge.

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Authors and Affiliations

  1. Department of Business Administration, School of Business, East China University of Science and Technology, 130 Meilong Rd., Shanghai, 200237, People’s Republic of China

    Qiang Wang

  2. Department of Psychology, Wright State University, 3640 Colonel Glenn Hwy., Dayton, OH, 45435-0001, USA

    Nathan A. Bowling

  3. School of International Business Administration, Shanghai University of Finance and Economics, 777 National Rd., Shanghai, 200433, People’s Republic of China

    Qi-tao Tian & Ho Kwong Kwan

  4. Air Force Research Laboratory, 2215 First St. Bldg 33, Wright-Patterson AFB, OH, 45433-7901, USA

    Gene M. Alarcon

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Wang, Q., Bowling, N.A., Tian, Qt. et al. Workplace Harassment Intensity and Revenge: Mediation and Moderation Effects. J Bus Ethics 151, 213–234 (2018). https://doi.org/10.1007/s10551-016-3243-2

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  • DOI: https://doi.org/10.1007/s10551-016-3243-2

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