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Filling a Theoretical “Black Box” Between Workplace Bullying and Poor Attitudes: Psychological Contract Violation, Work Injustice, and Negative Environmental Contagion

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Abstract

A substantial body of work highlights the negative impact of workplace bullying on individuals and their employers. However, limited research has investigated how bullying influences the work environment, which may further harm employees’ experiences. Using multiple perspectives and time-lagged data collected from business professionals, this study explores the degree to which perceived workplace bullying, perceived work injustice, and a negative work attitude are positively interrelated. The hierarchical regression and mediation analyses indicated that bullying perceptions were positively related to perceived distributive and procedural injustice, and that perceived distributive and procedural injustice were positively related to job dissatisfaction and turnover intention. Perceived bullying was related to the work attitudes either directly or indirectly through perceived injustice. As a negative environmental contagion, bullying appears to break psychological contracts and precipitate an unjust workplace, so managers should reduce bullying in an effort to mitigate employees’ perceptions of injustice and improve their work attitudes.

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Data Availability

Data available from authors upon reasonable request.

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Notes

  1. Qualtrics panels operate by using email “blasts” to a very large number of potential respondents who they believe fit the criteria for inclusion. Qualtrics closes the survey immediately upon reaching a predetermined sample size, and as a result, most potential respondents never have an opportunity to participate because the survey is closed to them. This results in an artificially low response rate. Our response rate is consistent with research showing that considerably lower response rates are common among panel studies, where they are very often at10% or less and dropping steadily over time (American Association for Public Opinion Research, 2010).

  2. Minor count/percentage variations in education were identified from T1 to T2, likely driven by changes in a few individual’s educational characteristics.

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  1. Chester Fritz Distinguished Professor, Robert Page Endowed Professor of Leadership and Ethics, Professor of Management and Chair, Middleton School of Entrepreneurship & Management, Nistler College of Business & Public Administration, University of North Dakota, Gamble Hall, Room 330 293 Centennial Drive, Stop 8377, ND, 58202-8377, Grand Forks, USA

    Sean R. Valentine

  2. Professor of Management, Department of Management, College of Business Administration, University of Nebraska Omaha, Mammel Hall 300, 6708 Pine Street, NE, 68182, Omaha, USA

    Patricia A. Meglich

  3. The Raymond and Eleanor Smiley Chair in Business Ethics, Department of Management, Marketing and Supply Chain, Boler College of Business, John Carroll University, 1 John Carroll Boulevard, University Heights, OH, 44118, USA

    Robert A. Giacalone

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  1. Sean R. Valentine
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  2. Patricia A. Meglich
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  3. Robert A. Giacalone
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Correspondence to Sean R. Valentine.

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Valentine, S.R., Meglich, P.A. & Giacalone, R.A. Filling a Theoretical “Black Box” Between Workplace Bullying and Poor Attitudes: Psychological Contract Violation, Work Injustice, and Negative Environmental Contagion. Employ Respons Rights J 35, 51–76 (2023). https://doi.org/10.1007/s10672-021-09399-7

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