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    Observer Reactions to Workplace Mistreatment: It’s a Matter of Perspective

    95087.pdf (553.2Kb)
    Access Status
    Open access
    Authors
    Reich, T.C.
    Hershcovis, M.S.
    Lyubykh, Z.
    Niven, K.
    Parker, Sharon
    Stride, C.B.
    Date
    2021
    Type
    Journal Article
    
    Metadata
    Show full item record
    Citation
    Reich, T.C. and Hershcovis, M.S. and Lyubykh, Z. and Niven, K. and Parker, S.K. and Stride, C.B. 2021. Observer Reactions to Workplace Mistreatment: It’s a Matter of Perspective. Journal of Occupational Health Psychology. 26 (5): pp. 374-392.
    Source Title
    Journal of Occupational Health Psychology
    DOI
    10.1037/ocp0000205
    ISSN
    1076-8998
    Faculty
    Faculty of Business and Law
    School
    Future of Work Institute
    Remarks

    © American Psychological Association, 2021. This paper is not the copy of record and may not exactly replicate the authoritative document published in the APA journal. Please do not copy or cite without author's permission. The final article is available, upon publication, at: https://doi.org/10.1037/ocp0000205

    URI
    http://hdl.handle.net/20.500.11937/95303
    Collection
    • Curtin Research Publications
    Abstract

    Workplace mistreatment regularly occurs in the presence of others (i.e., observers). The reactions of observers toward those involved in the mistreatment episode have wide-reaching implications. In the current set of studies, we draw on theories of perspective-taking to consider how this form of interpersonal sensemaking influences observer reactions toward those involved in a witnessed incident of workplace mistreatment. We find that observers’ blame attributions and empathic concern for the individual whose perspective is taken explain the positive effects of perspective-taking on observer attitudes toward and performance evaluations of both the target and instigator of a witnessed incident of mistreatment. We also find that the effect of perspective-taking on observer reactions is stronger when the witnessed mistreatment is more severe. Finally, we find that although observer perspective-taking in the context of mistreatment can be encouraged, the effect seems to benefit instigators’ performance evaluations rather than targets’. Implications for targets, instigators, and organizations are discussed.

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