Publication Date

Spring 2026

Degree Type

Thesis

Degree Name

Master of Science (MS)

Department

Psychology

Advisor

Howard Tokunaga; Jacquelyn Brady; Megumi Hosoda

Abstract

The purpose of the current study was to provide a closer look at the relationship between workplace harassment and negative workplace behavior by investigating the mediating role of revenge cognitions and the moderating role of fear of internal threat, a novel construct that included both formal and informal organizational sanctions. A sample of 103 employees from a variety of occupational backgrounds participated in the study by completing an online survey. Results of the simple mediation analysis showed that workplace harassment was positively related to negative workplace behavior, and revenge cognitions fully mediated this relationship. In other words, employees who experienced workplace harassment were more likely to engage in revenge-based thinking, which then encouraged them to participate in various forms of negative workplace behavior. However, results did not support the moderating role of fear of internal threat. Given that revenge-based thinking played a role in encouraging employees to engage in negative workplace behavior following workplace harassment victimization, but fear of internal threat did not, organizations could mitigate and potentially eliminate workplace harassment and its associated consequences by shifting away from punishment-based strategies alone and instead implementing those that focus on building perceptions of fairness, belonging, and support, and disrupting revenge cognitions. Examples of these strategies, including emotional intelligence training for leaders, restorative dialogue processes, and establishing confidential reporting channels, are discussed.

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