The Study of Revenge in the Workplace: Conceptual, Ideological, and Empirical Issues.

By R. Bies, T. M. Tripp. 2005

190 citations recorded by the source corpus.

Subfields: Information Systems and Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5b764d0f5c0cfcd9e7731a258e35e263556684a5

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Citations in the corpus

Predicting workplace aggression: a meta-analysis. (2007, background): “Alternatively, Bies and Tripp (2005) argued that employees engage in workplace aggression as a form of retaliation and that workplace aggression can represent an attempt to restore justice to an unfair situation.”
Interpersonal Injustice and Workplace Deviance (2012, background): “Such treatment derogates the victim’s status and standing (Bies & Tripp, 2005; Tripp et al., 2007); as a result, victims may attribute blame toward the source of the esteem threat and desire revenge or retaliation for subjecting the victim to an aversive state of decreased self-esteem (Crocker &…”
Episodes of incivility between subordinates and supervisors: Examining the role of self‐control and time with an interaction‐record diary study. (2015, background): “Similarly, Bies and Tripp (2005) suggested that emotions of revenge can last for days, weeks, or even months.”
Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange (2014, background): “…revealed that procedural, distributive, and informational justice have negative associations with counterproductive work behaviors (for example, Bies & Tripp, 2005 argued that employees’ workplace aggression can represent an attempt to restore justice to an unfair situation), the social…”
Social Exchange Theory: A Critical Review with Theoretical Remedies (2017, background): “As Bies and Tripp (2005) caution, “dysfunctional behavior” should not be defined with respect to a “manager-centered approach” because doing so “diminishes the scholar’s ability to understand, or even empathize, with avengers” (p. 76).”
An approach-avoidance framework of workplace aggression (2016, background): “…the manner in which they differ is argued to hold meaningful consequences for their relation tootherconstructs (see,e.g.,Andersson & Pearson, 1999; Bies & Tripp, 2005; Duffy et al., 2002; Ferris et al., 2008; Hershcovis, 2011; Tepper, 2007; Tepper & Henle, 2011; for an exception, see Bowling &…”
What gives victims satisfaction when they seek revenge (2011, background): “…and non-human primates across all ages and cultures (e.g., de Waal, 1996), and it is directly tied to our moral intuitions and our subjective notions of justice and deservingness (Bies & Tripp, 2005; Elster, 1990; Gollwitzer, 2009; McCullough, 2008; McLean Parks, 1997; Skarlicki & Folger, 1997).”
The deviant citizen: Measuring potential positive relations between counterproductive work behaviour and organizational citizenship behaviour (2012, background): “Substantive challenges to assumptions that CWB and OCB are opposite forms of behaviour Some researchers (e.g., Bies & Tripp, 2005; Duffy, Ganster, & Pagon, 2002; Fox, 2005, 2008; Galparin & Burke, 2006; Mitchell & Bennett, 2005; Skarlicki & Folger, 1997; Spector & Fox, 2010a, 2010b; Warren, 2003)…”
Counterproductive work behavior as protest (2010, background): “Thus, theory and research on counterproductive work behaviors has largely held a managerial perspective that focuses on the dysfunctionality of this type of behavior (e.g., Bies & Tripp, 2005; Robinson, 2008).”