What the researchers discovered was robust evidence that people mostly seek to even the score.
This involved trawling through hundreds of journal articles about workplace misconduct and identifying the ones that captured usable information about negative workplace behavior by one party and how another party responded. In the end, the team's sample, drawn from 207 studies , included nearly 97,000 individuals and represented a diverse pool of industries, including healthcare, the service sector, and government.
The team sorted the data from these published studies into groups, determining whether each behavior was mild, moderate, or severe, as well as whether it was passive , active , or a bit of both . They also looked at the target of the behavior—whether it was directed back at the original instigator or displaced onto someone else .
To analyze how negative workplace behavior influences retaliatory responses, the researchers took average rates of retaliation within a workplace and used them to calculate how frequently comparable degrees of retaliation occur.
While the data don't explain why this is the case, the authors speculate that middle-of-the-road negative behaviors may hit a sweet spot that makes them easier to elevate."If it's too mild, that might not be enough to spark escalation," says Wang.
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