Journal of Business Ethics

, Volume 151, Issue 1, pp 213–234 | Cite as

Workplace Harassment Intensity and Revenge: Mediation and Moderation Effects

  • Qiang Wang
  • Nathan A. Bowling
  • Qi-tao Tian
  • Gene M. Alarcon
  • Ho Kwong Kwan


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.


Anger Blame attribution Forgiveness Revenge Rumination Workplace harassment 


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Copyright information

© Springer Science+Business Media Dordrecht 2016

Authors and Affiliations

  • Qiang Wang
    • 1
  • Nathan A. Bowling
    • 2
  • Qi-tao Tian
    • 3
  • Gene M. Alarcon
    • 4
  • Ho Kwong Kwan
    • 3
  1. 1.Department of Business Administration, School of BusinessEast China University of Science and TechnologyShanghaiPeople’s Republic of China
  2. 2.Department of PsychologyWright State UniversityDaytonUSA
  3. 3.School of International Business AdministrationShanghai University of Finance and EconomicsShanghaiPeople’s Republic of China
  4. 4.Air Force Research LaboratoryWright-Patterson AFBUSA

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