The role of forgivingness and anger in unfair events

Chan, Meow Lan Evelyn; Arvey, Richard D.

doi:10.1016/j.paid.2010.12.021

Cited by 10 publications

(9 citation statements)

References 19 publications

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“…Costly punishment is predominantly driven by anger and impulsiveness [19], [24]–[32] on basis of a fairness norm violation by low contributors [33]–[35]. In this sense, costly punishment can be considered as an angry impulsive response to perceived provocation or interpersonal frustration (i.e., uncooperative behavior and a perceived norm violation), which reflects reactive aggression [11], [36].…”

Section: Introductionmentioning

confidence: 99%

Towards a Biopsychological Understanding of Costly Punishment: The Role of Basal Cortisol

Pfattheicher

Keller

2014

PLoS ONE

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Recent findings have documented a negative relation of basal endogenous cortisol and aggression after a provocation (i.e., reactive aggression) in humans. We build on these findings and investigated the relation of endogenous cortisol and reactive aggression in a social dilemma situation, that is, costly punishment of individuals who did not appropriately contribute to a common group project. Specifically, we predicted that basal cortisol is negatively related to costly punishment of uncooperative individuals. In the present study, basal cortisol was assessed prior to a public goods game with the option to punish other group members. In line with previous research on reactive aggression and basal cortisol, we found that basal cortisol was indeed negatively related to costly punishment. The findings are important for understanding costly punishment because this tendency has been documented as a possible basis for the evolution of cooperation.

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Section: Introductionmentioning

confidence: 99%

Towards a Biopsychological Understanding of Costly Punishment: The Role of Basal Cortisol

Pfattheicher

Keller

2014

PLoS ONE

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“…Whereas the relationship of anger to revenge has been well established (Aquino and Douglas 2003;Glomb 2002;Stenstrom et al 2008), research on anger as a mediating link between harassment intensity and revenge in the workplace is only beginning to emerge. Chan and Arvey (2011) found that the effect of perceived unfairness severity in a general context (as opposed to work context) on revenge was partially mediated by anger. Although not directly hypothesized, Crossley's findings (2009) highlighted the role of hypothetical anger in translating perceived offense severity into revenge actions.…”

Section: State Angermentioning

confidence: 91%

“…Having said that, the complexity and dynamics of harassment allow us to focus on the process revolving around only one critical incident from each participant. To date, several studies on workplace harassment have taken advantage of the CIT (e.g., Aquino et al 2001Aquino et al , 2006Bradfield and Aquino 1999;Chan and Arvey 2011;Inness et al 2008). Of these, only a few reported the relationship between workplace harassment intensity and revenge, with inconsistent results.…”

Section: Revenge As An Outcome Of Workplace Harassmentmentioning

confidence: 99%

“…Of these, only a few reported the relationship between workplace harassment intensity and revenge, with inconsistent results. Chan and Arvey (2011), for instance, found perceived severity of an unfair event that occurs anywhere from home to public spaces yielded a significant positive relationship with revenge. Bradfield and Aquino (1999) proposed a model of revenge, in which the offense severity-revenge relationship was tested indirectly.…”

Section: Revenge As An Outcome Of Workplace Harassmentmentioning

confidence: 99%

“…In one recent study, organizational researchers have examined the moderating role of forgiveness in the context of revenge. Chan and Arvey (2011) showed that individuals high in forgiveness are less likely than those low in forgiveness to take revenge in the face of unfair events. We extend these findings by examining the role of trait forgiveness as an understudied organizational phenomenon within moderated mediation models.…”

Section: Blame Attributionmentioning

confidence: 99%

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Workplace Harassment Intensity and Revenge: Mediation and Moderation Effects

et al. 2016

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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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