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Workplace safety policies are designed to ensure that employers internalize the costs of injuries, but employers can undermine these policies with threats of dismissal. We show that states' adoption of the public policy exception to at-will employment—an exception forbidding employers from firing workers for filing workers' compensation claims or for whistleblowing—led to a substantial reduction in injuries. The widespread adoption of the public policy exception explains 14% of the decline in fatal injury rates between 1979 and 1994. Statutory protections from retaliatory firing also improved safety, but only when employers faced sufficiently strong penalties for violating them. [ABSTRACT FROM AUTHOR]

Reporting workplace discrimination has garnered renewed attention in public administration scholarship. Missing, however, from the literature is bystander reporting, a relatively new and understudied mode of reporting. Using a sub-sample of respondents (i.e., bystanders) who witnessed others encountering workplace discrimination—specifically race- (n = 886) and/or sex-based discrimination (n = 1,152)—this study finds that less than one fifth (18.7% and 16.6% respectively) of all bystanders reported the alleged offense. However, this study suggests that personal characteristics such as age, race or ethnicity, and veteran status, as well as occupational variables such as supervisory status and tenure duration, significantly impacted bystander reporting after witnessing race-based discrimination. Likewise, personal characteristics such as age, as well as occupational variables such as grade level, supervisory status, and tenure duration, also significantly impacted bystander reporting after witnessing sex-based discrimination. These findings are important because a different mode of reporting may increase agency accountability for acts of workplace discrimination or retaliation. [ABSTRACT FROM AUTHOR]

Introduction: Toxicity among staff members of higher education institutions (HEIs) is often under-reported or not reported at all. Experiences of toxic leadership are deemed unmentionable within the consultative and collaborative ideals of HEIs. The underreporting of toxicity among HEI staff may stem from fear of retaliation, inadequate reporting structures, and concerns about alienation or not being taken seriously. Method: The study explored experiences of leadership behaviours in a South African HEI to identify specific dimensions of toxic leadership behaviours. Using an interpretivist qualitative research design, the study involved analysing 39 interviews of secondary data from two datasets gathered by the research team, comprising 25 and 14 participant responses, respectively. Results: The study identified four distinct themes of toxic leadership behaviour - authoritarian leadership behaviour, in-group favoritism/groupthink, destructive criticism and self-centredness - with authoritarianism being the most common behaviour displayed. Conclusion: Presence of toxic leadership within the South African University community, emphasising the necessity for a comprehensive approach and strategy to address this behaviour. [ABSTRACT FROM AUTHOR]

The article studies selective homicide, a modality of urban violence and its related forms in the district of Buenaventura between 2000. and 2015. The methodology was mixed, based on aggregated databases of the National Center for Historical Memory (CNMH, for its acronym in Spanish) and the documentary prepared with local, regional, and national press. The results show the prevalence of selective homicide against members of organizations and social leaders, retaliation between armed groups, and organized crime related to illicit crops and common crime. Between 2002 and 2005, it was more intense, and massacres and disappearances were higher between 2006 and 2010. By way of conclusion, selective killing is linked to illegal activities, political interests, and the actions of armed groups of different kinds, as expressions of power towards individuals with social identities and their organizations seen as adversaries. [ABSTRACT FROM AUTHOR]

With the global economic downturn, the impact on internal systems of Chinese SMEs has also received great attention. However, the provocative and destructive nature of retaliation behavior by SME employees shifts resources meant for organizational system development towards addressing internal balance issues. Employees' retaliation behavior poses significant harm to organizations systems, limiting their long-term sustainability and competitiveness in the long run. This study argues for a close relationship between employee behavior and leadership management style, particularly in the context of inadequate management systems in SMEs, which can easily subject employees to direct influence from their leaders. For example, abusive supervision or oppressive practices at the management level can trigger resistance and rebellious behavior among employees, leading them to choose retaliatory actions as a response to the organizational system. This study aims to explore the causal relationship between abusive supervision and retaliation behavior within the system. We aim to clarify the pathway through which abusive supervision triggers retaliation behavior among employees within the system and examine the serial multiple mediating effects of psychological distress and negative emotions as well as the moderating effect of workplace incivility. To validate the hypotheses proposed in this study, a survey was conducted among employees of Chinese SMEs. The data provided by 303 employees were analyzed using SPSS ver. 26.0, AMOS ver. 23.0, and SPSS PROCESS Macro 3.4.1 Model 6. The findings indicate that abusive supervision has an indirect effect on employee retaliation behavior through the serial multiple mediating effects of psychological distress and negative emotions. Workplace incivility moderated the influence of negative emotions on retaliation. This study explored the process by which abusive management triggers retaliative behavior through a serial multiple mediation model, providing theoretical evidence for related research. This study explicitly reveals the process leading to retaliation behavior within the system and presents the differences from previous research. Additionally, this study demonstrates the interactive effect between abusive supervision and incivility through the moderating role of incivility in determining the level of retaliation behavior. Ultimately, this study has pioneering significance in exploring the causes of retaliation behavior within the Chinese SME organizational system and how to prevent the occurrence of retaliation behavior. [ABSTRACT FROM AUTHOR]

Copyright of Revista Digital de Derecho Administrativo is the property of Universidad Externado de Colombia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In this mixed‐methods article, the author investigates how gig workers behave when they become consumers of these products. The author finds that workers engage in politicized shopping – where they order from platform companies with comparably better labor standards – both to retaliate against companies with substandard labor practices and support their fellow gig workers. By examining worker behavior on the "other side" of the platform, this article expands our understanding politicized shopping in this emerging area of work. [ABSTRACT FROM AUTHOR]

Organizational scholars have called upon higher-power individuals to serve as moral objectors to combat unethical behavior at work because it is assumed they will face less retaliation. However, research has painted an unclear picture of whether power protects women in the same way as it does men. In this paper, we draw on two distinct role theories (i.e., power role theories and gender role theories) as well as expectancy violation theory, theorizing and finding that female moral objectors benefit less from power than male moral objectors because they are viewed as lower in self-control. We further investigate an alternative remedy, or organizational frame, that may mitigate retaliation against higher-powered female moral objectors, finding that using this frame increases perceptions of self-control and reduces retaliation. We test and find support for our theory across four studies, including an archival study (n = 33,715), a critical incident technique experiment, and two preregistered experiments testing our intervention. [ABSTRACT FROM AUTHOR]

Despite the enactment of legislation on public interest disclosures, whistleblowers still face significant retaliation. Perceptions and expectations of loyalty to a firm, organisation or a government continue to be seen as antithetical to 'voice', that is, the disclosure of wrongdoing, thereby triggering strategies of organisational exit and punishment. Real change can occur if whistleblowing is elevated to a civic duty of equal importance to other civic duties, such as to protect and defend the rule of law, human rights and democracy and to report suspected criminality to authorities. In this article, I justify whistleblowing on a good citizenship concept which transcends particular national institutional characteristics and critically examine the content and contribution of the European Union's Directive on Whistleblower protection. By deploying a tripartite lens blending analytical questions and a discoursive theoretical perspective with a comparative assessment of instruments in the Member States and the EU, the discussion makes the case for the urgent change in the culture of punitive treatment of whistleblowers in the European Union and for further institutional reform when the Directive is reviewed in the future. [ABSTRACT FROM AUTHOR]

Introduction: Upward mistreatment, despite being under studied, is an influential phenomenon affecting middle managers' well-being and performance. The work environment hypothesis of bullying proposes that an undesirable work context is the main cause of workplace bullying, suggesting the importance of creating an anti-mistreatment climate, that is, psychosocial safety climate (PSC). In this study, we argue that upward bullying and aggression are unsafe behaviors, a "retaliation" by employees resulting from their unsafe work context. Methods: Using a large-scale multisource sample collected from 123 organizations, 6,658 middle managers and 34,953 employees, we examined the relationship between collective PSC, individual-perceived PSC and middle managers' experience of upward mistreatment. Results: Single-level and multi-level modeling results suggested that PSC is an important element in reducing the likelihood of upward bullying and aggression, in turn, protecting managers' well-being. More importantly, upward bullying is a way that employees act out when there is an undesirable working context. Discussion: Future research on workplace mistreatment should examine PSC and upward mistreatment. Interventions provided should focus on improving PSC which could in turn preventing upward mistreatment, thereby improving psychosocial safety for both employees and middle managers to prevent negative actions. [ABSTRACT FROM AUTHOR]

As a claimant state to the South China Sea, Vietnam is known to be decisive in safeguarding its maritime territorial claims. In order to be consistent with its echoed rules-based order in the South China Sea and its defense policy of non-alignment, this study argues that Vietnam's responses vis-à-vis China's assertiveness at sea have been through the employment of divergent maritime diplomatic strategies of retaliation and deference vis-à-vis China. This study concludes; Vietnam primarily employs civilian maritime hard power assets to showcase its active presence at sea to secure recognition of its contemporary maritime capabilities; Vietnam engages in limited-coercive maritime diplomacy through its maritime constabulary forces to indicate Vietnam's decisiveness in its maritime claims; and Vietnam's co-operative maritime diplomacy is through the conduct of joint exercises and training, and goodwill visits, with its strategic partners in Southeast Asia and broader Indo-Pacific region. It concludes that Vietnam is treading with caution with the US to deter producing signals of engaging closer with the US, which can cause elevated tensions at sea. This explanatory empirical research utilizes data from AMTI and relevant secondary sources between 2010-2022 and adopts the theoretical framework of Le Miere's tripartite typology of maritime diplomacy. [ABSTRACT FROM AUTHOR]

This article explores the significance of whistleblowers in upholding integrity and accountability in businesses, with a focus on the insurance industry. It presents a case study of a whistleblower who exposed misconduct in an Australian life insurance company, highlighting the personal sacrifices whistleblowers often endure. The article also examines the limitations of current legislation in safeguarding whistleblowers and proposes the establishment of dedicated regulatory bodies and whistleblower protection authorities. It concludes by underscoring the advantages of implementing effective whistleblower policies, including preventing reputational damage and financial loss. The article further discusses the whistleblower policies required by law in Australia and the recent implementation of the Protected Disclosures Act in New Zealand, as well as the need for additional support in Singapore and Hong Kong to encourage companies to adopt robust whistleblower policies. [Extracted from the article]

Employees have the right to assert their federally-protected rights against their employers when they believe a violation of those rights has occurred. However, workplace retaliation poses challenges for employers reporting illegal or discriminatory acts. This study examines federal and common law to better identify the concept of retaliation and the legal protections against it. The cases analyzed in this study are Thompson v. North American Stainless, Burlington Northern and Santa Fe Railway Company v. White, Bragg v. Munster Medical Research Foundation, Inc., and Hutchinson v. City of Oklahoma City. These cases highlight instances of retaliation against employees exercising their legal rights, showcase circumstances where employees won, and look at affirmative defenses employers can raise. The goal is to deepen understanding around retaliation and the current laws surrounding it. Recommendations and possible remedies for workplace retaliation will be discussed in the latter part of the analysis to better understand the options available to future employees and employers regarding this issue. [ABSTRACT FROM AUTHOR]

Given weak protections for whistleblowers in Brazil – a country with over one million federal civil servants and a well‐known history of corruption scandals – how common is whistleblowing? This study presents results from a survey completed by 652 federal civil servants in Brazil. Examining the incidence of wrongdoing, whistleblowing, and retaliation, as well as the role of gender and public service motivation (PSM), we find that women tend to report wrongdoing less often than men, are less willing to engage in subsequent acts of whistleblowing, and experience more retaliation. Similar to previous studies, PSM is positively related to whistleblowing and retaliation diminishes intentions to engage in subsequent whistleblowing. Unlike previous studies, we find that PSM is more predictive of whistleblowing for women than for men. In contributing new findings to research on whistleblowing in lower to middle‐income democracies, this paper contains important policy implications, particularly on the critical question of gender. [ABSTRACT FROM AUTHOR]

Organizational transgressions cause recurring scandals. Often disclosed by whistleblowers, they generate public outrage and force organizations to respond. Recent studies have tried to answer the question: "What happens after a transgression becomes publicly known?" They highlight organizational responses marked by recognition of the transgression, penance and reintegration of the organization. However, that research only deals with transgressions involving illegal organizational practices. This article broadens the field of study to include legal but unethical organizational practices. It is based on the case study of a recent scandal: LuxLeaks (2010–2018). This scandal concerns tax avoidance practices that were advised by the international audit and consulting firm PwC to hundreds of companies and made public by whistleblowers. The case data result from cross-comparisons of several organizational (PwC) and governmental (Luxembourg) communication documents as well as parliamentary, judicial and press documents. The article's results highlight a legalistic organizational response that is so far under-explored in the literature. This response is marked by a rhetoric of denial, reformism and self-victimization and by judicial retaliation against the whistleblowers. It reveals the paradoxes of "legalization" in contemporary organizations, and its role in the perpetuation of unethical corporate practices. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to examine the key predictors of whistleblowing intention of accountants within the organization. By relying on the benefit-to-cost differential theory, this study examines the influence of professional skepticism, cognitive styles and perceived organizational support on whistleblowing intentions while controlling for the effect of some demographic variables on the estimated results. Further, the authors ascertain whether the threat of retaliation moderates the relationship between professional skepticism and whistleblowing intentions. Design/methodology/approach: Data was obtained from professional accountants licensed by the Institute of Chartered Accountants, Ghana by means of self-administered questionnaires. The partial least square-structural equation modeling technique was used to test for the hypothesized relationships in this study. Findings: The results of this study suggest the intention to report wrongdoing within the organization is influenced by individuals' level of professional skepticism, cognitive style and the perception that they will have the backing of their organization in reporting wrongdoing. Moreover, the authors also find females and individuals who have advanced in age to have greater motivation to report wrongdoing in the organization. Originality/value: This study contributes to whistleblowing literature by highlighting the effect of professional skepticism on whistleblowing intentions. Also, this study provides empirical support for the applicability of the benefit-to-cost differential theory to the whistleblowing literature. [ABSTRACT FROM AUTHOR]

Whistleblowing is the action by which members of an organization report misconduct that occurs within their group to other persons inside or outside the organization. In the present research, we examined perception of whistleblowers in terms of global impressions, emotions, and behavioural intentions. Study 1 reveals negative reactions to whistleblowers, while Study 2 shows positive reactions to whistleblowers. To reconcile these findings, Study 3 varies the self-relevance of the context and reveals that whistleblowers are derogated when the context is highly self-relevant (as in Study 1) and positively evaluated when it is not (as in Study 2). Across the studies, we also show that emotions and the subjective importance of loyalty and fairness influence the evaluation of whistleblowers. Our findings help unveiling the conditions in which whistleblowers are alternatively regarded as heroes or traitors, depending on the perceivers' point of view. [ABSTRACT FROM AUTHOR]

The National Labor Relations Board (NLRB or Board) is charged with enforcing the keystone statute of U.S. labor law, the National Labor Relations Act (NLRA or Act), including its prohibition against employers’ firing workers in retaliation for union organizing. In a time of rising labor agitation, however, the NLRB’s procedures for remediating such alarmingly frequent discharges are woefully inadequate. This Note examines the perennially underutilized section 10(j) of the NLRA, which provides for injunctive relief in discriminatory discharge cases where the Board’s own slow-moving administrative procedures would defeat the purpose of the Act, and explains why current 10(j) procedures are plagued by delay and failure. It then proposes an alternative administrative procedure for 10(j) cases—including a delegation of prosecutorial discretion, quick evidentiary hearings, and review of Administrative Law Judge determinations by the Board—that would address many of the section’s shortcomings. The Note considers the salutary consequences of implementing this alternative procedure through notice and comment rulemaking before concluding by demonstrating how this procedure would enhance the Board’s enforcement of the Act. Ultimately this Note argues that section 10(j) can, through long-overdue procedural reform, become a robust guarantee of the statutory rights of workers that are at the heart of the NLRB. [ABSTRACT FROM AUTHOR]

The emergence of online social movements, such as #MeToo, has created a unique arena in which both hegemonic discourse and pro-social discourse exist simultaneously. Prior research has found that #MeToo has elicited engagement which negates traditional rape myths and has encouraged disclosure (Andalibi et al., 2016). This is particularly important in the realm of sexual victimization, as rates of disclosure remain largely underreported, due to factors such as self-blame and fear of judgment or retaliation (Starzynski et al., 2005). However, no current research has examined the context of engagement of online disclosures related to #MeToo and whether it provides an avenue for increased disclosure. Thus, the current study seeks to examine the way in which user engagement influences disclosures of sexual victimization. [ABSTRACT FROM AUTHOR]

Workers struggle to understand prospective employers. Through experienced workers' volunteered reviews, Glassdoor is a platform seeking to provide information about prospective employers to job seekers. We find that the content most valuable to job seekers (negative information) is the kind most risky to supply, pointing to a catch-22. Higher ratings increase job applications to smaller firms only, creating an incentive for them to discourage negative reviews. Concerns about employer retaliation discourage negative reviews and motivate employees who do disclose to conceal aspects of their identity, degrading the information's value. Reputation institutions provide valuable but partial solutions to workers' information problems. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Administração FACES Journal is the property of Revista de Administracao FACES Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective: This study examines the mechanisms underpinning the emergence of violence among individuals in the organized crime milieu. Methods: Relying on criminal event data recorded by a UK Police Force, we apply a longitudinal network approach to study violent interactions among offenders. The data span the period from 2000 to 2016 and include 6,234 offenders and 23,513 organized crime-related events. Instead of aggregating these data over time, we use a relational event-based approach to take into consideration the order of events. We employ an actor-oriented framework to model offenders' victim choices in 156 violent events in the OC milieu. Results: We find that the choice of offenders to target a particular victim is strongly affected by their mutual history. A violent act is often preceded by a previous act of violence, both in the form of repeated violence and reciprocated violence. We show that violence is strongly associated with prior co-offending turning sour. We uncover a strong effect for previous harassment as a retaliation cum escalation mechanism. Finally, we find evidence of conflicts within organized crime groups and of violence being directed to offenders with the same ethnic background. Conclusions: Relational effects on victimization are consistently stronger than the effects of individual characteristics. Therefore, from a policy perspective, we believe that relational red flags (or risk factors) should play a more central role. A focus on harassment could be valuable in the development of an early intervention strategy. [ABSTRACT FROM AUTHOR]

Copyright of Lan Harremanak - Revista Relaciones Laborales is the property of Lan Harremanak and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Immigrants working low-wage jobs, especially undocumented immigrants, are particularly vulnerable to workplace violations. Empowered by the Immigration Reform and Control Act, employers retaliate against immigrant workers who complain about workplace conditions, discouraging workers from reporting violations. As a result, immigrant workers often underreport workplace violations due to a lack of confidence in legal remedies. Because of the Supreme Court's decision in Hoffman Plastics, undocumented workers are generally not entitled to back-pay, and employers can demand discovery of immigration status. Moreover, the civil and criminal legal systems systematically discredit the stories of immigrants facing workplace abuse. This Note argues that unions serve as one mechanism for protecting immigrant workplace rights. Immigrant workers can be empowered to assert their rights through organizations that investigate and sue on their behalf. As illustrated by the Aramark decision, unions can step into this role while providing a shield of anonymity against retaliation. Furthermore, existing labor laws like California's Assembly Bill 450, which requires notifying unions before workplace raids, can protect immigrant workers. Unions can also structure collective bargaining provisions to immunize workers from adverse action and shape employer practices by restricting E-Verify use, since unilateral E-Verify implementation violates Section 8(a)(5) of the National Labor Relations Act. Finally, this Note argues that Section 7 of the Act can protect immigrant organizing when immigrant rights are linked to job security and other working conditions under the Eastex "mutual aid" framework. In addition to protecting existing rights, this Note suggests that unions can play an expanded role in broadening immigrant workplace rights. Union education can serve two goals:(1) informing immigrant workers on how to exercise their rights; and (2) educating non-immigrants to prevent immigrant isolation and build collective power. Unions can also provide "diversified" legal representation with competency in immigration issues, which strengthens the efficacy of legal advice for immigrants while facilitating immigrant-friendly bargaining and arbitration. While immigrants have historically faced barriers to union participation, unions can center immigrant voices by promoting goals and policy that stress unity as well as implementing diversity within a union's bargaining structure. As exemplified by SEIU members' Justice for Janitors campaign against sexual harassment in the janitorial industry, immigrant-led outreach and advocacy has tremendous potential to revolutionize workplace rights through collective power and legislation not only for unionized immigrants but for entire low-wage industries. [ABSTRACT FROM AUTHOR]

Francoise Brougher joined Pinterest as a chief operating officer in March 2018. Earlier she worked with Square and Google. She worked hard to augment the revenue of the company from US$500 million to US$1.1 billion in a short span of about two years. A large team of about 1,500 staff reported to her. However, soon after joining the company, she realized that the decision-making was monopolized by cronies of the chief executive officer (CEO). At the time of filing application for initial public offer, she noticed discrepancies in her compensation as compared to her male counterparts. Raising the issue became a bone of contention between Brougher and the Chief Financial Officer (CFO) Todd Morgenfeld. The matter became worse as the CEO Ben Silbermann also sided with the CFO. Ultimately, Brougher was shown the door in a most unceremonious manner. Anguished by the treatment meted out to her at Pinterest, Brougher filed a lawsuit against gender discrimination and retaliation. Both the parties reached an out-of-court settlement that instantly hit the headlines across the globe because of the magnitude and nature of the terms of settlement. This case explores the underlying questions emanating from the nature of the case as well as general incidence of gender discrimination and retaliation at the workplaces across the world. [ABSTRACT FROM AUTHOR]

I investigate the relationship between unethical culture and financial performance based on a text analysis of over 100,000 employee reviews posted at Glassdoor in Brazil. An original measure of unethical culture is created based on five ethical dimensions companies need to avert for an ethical culture to flourish. After creating an original list of around 1,400 terms, I find that companies scoring higher in unethical culture are less profitable and that this relationship is likely to be economically relevant. Of the five dimensions that make up an unethical culture, organizational unfairness, lack of awareness, and fear of retaliation are the three most strongly negatively related to performance. To my knowledge, this is the first paper to document a link between (un)ethical culture and corporate performance using online reviews. For investors, this paper contributes by showing that ethical culture measured by employee reviews is a value-relevant source of information. [ABSTRACT FROM AUTHOR]

Copyright of Judges Forum Review / Revista Forumul Judecătorilor is the property of Editura Universitara and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This essay explores how we might account for the influence of #MeToo in the academy and the extent to which we can understand the power of these utterances as a form of narrative agency expressed through digital life writing. Drawing on a blend of quantitative and qualitative analysis of #MeToo-related tweets about academia, the essay first examines how narrative agency over sexual harassment and violence in higher education is expressed through #MeToo. It further explores how the threat of retaliation and the troubling operationalization of Title IX by universities as an anti-survivor discourse produces macro-erasures of narrative agency. Finally, the essay proposes that #MeToo tweets about higher education are best understood as "micro-disclosures," a distinct form of life writing that facilitates the narrative agency denied by institutional systems and processes. [ABSTRACT FROM AUTHOR]

Employee turnover in the hotel industry is rampant and is one of its most significant challenges. Customer incivility is one of its prominent precipitators and therefore calls for an in-depth understanding of the hospitality context. Seeking affective events theory as a theoretical lens, the study seeks to understand how customer incivility creates a negative spiral for employees resulting in undesirable consequences like withdrawal behavior, retaliation, and turnover intention. The moderating role of perceived organizational support in these interactions to mitigate the negative consequences has been investigated. Data was collected from 348 employees working in hotels in the UK and USA and was analyzed using PLS-SEM. The findings of the research suggest that customer incivility leads to negative employee emotional reactions of employee withdrawal and retaliation, which contributes to their turnover intention. Perceived organizational support's moderator effect was confirmed for the association between employee retaliation and turnover intentions, but not for employee withdrawal and turnover intentions. Implications are suggested based on the study findings for minimizing the damages of customer incivility in the hotel industry. • Advances the consequences of customer incivility for retaliation intention and withdrawal in hospitality organizations. • Leverages the affective events theory to test the hypothesized relationships between UK and USA hotel employees. • Perceived organizational support moderates the association between retaliation and turnover intentions. • A crucial study adding to the extant literature on customer incivility in the hospitality sector. [ABSTRACT FROM AUTHOR]

Despite the prevalence and cost of employee retaliation, little is known about who is more likely to retaliate or what affects its likelihood. The purpose of this research is to examine how retaliation might differ among increasing numbers of “stuck” employees who would like to leave their employers but cannot. This is important, given the differing nature of their employment relationship. We apply social exchange theory to examine whether the relationship between a business decision compromising employee safety for business interests and employee retaliation intentions is mediated by general organizational support perceptions. We also examine whether the relationship between organizational support perceptions and retaliation intentions is moderated by preexisting turnover intentions and perceived ease of leaving. A survey of 327 working adults in the United States was used and respondents were assigned to one of three vignette conditions within a three-cell experiment that manipulated employer behavior. Respondents then completed scales assessing perceived organizational support and retaliation intentions. Path analytic and bootstrapping analyses support the proposed model. The relationship between organizational support perceptions and retaliation intentions was negative except for stuck employees, for whom the relationship was positive. Consistent with social exchange theory, after an employer makes a decision that compromises employee safety, general organizational support perceptions reflecting a more positive ongoing exchange relationship can reduce retaliation intentions, but not among stuck employees. This work contributes to the social exchange, organizational support, and employee retaliation literatures by offering a nuanced understanding of the relationship between organizational support perceptions and retaliation intentions. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Derecho Penal y Criminologia is the property of Editorial UNED and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)