Workplace Harassment Intensity and Revenge: Mediation and Moderation Effects

Qiang Wang (), Nathan A. Bowling (), Qi-tao Tian (), Gene M. Alarcon () and Ho Kwong Kwan ()
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Qiang Wang: East China University of Science and Technology
Nathan A. Bowling: Wright State University
Qi-tao Tian: Shanghai University of Finance and Economics
Gene M. Alarcon: Air Force Research Laboratory
Ho Kwong Kwan: Shanghai University of Finance and Economics

Journal of Business Ethics, 2018, vol. 151, issue 1, No 15, 213-234

Abstract: 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.

Keywords: Anger; Blame attribution; Forgiveness; Revenge; Rumination; Workplace harassment (search for similar items in EconPapers)
Date: 2018
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Citations: View citations in EconPapers (3)

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DOI: 10.1007/s10551-016-3243-2

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