Abstract
We examine the under-explored role of HRM practices in the context of workplace victimization. Extending frustration-aggression theory, we explore the mediating role of revenge cognitions and the contextual factors such as HRM practices that can reduce individual-directed counterproductive workplace behavior (CWB-I). Based on a sample of 315 young part-time employees, we test a moderating mediation model in which the mediating role of revenge cognitions between workplace victimization and CWB-I is moderated by HRM practices. Our results reveal that strong HRM practices relative to weak HRM practices are associated with reduced revenge cognitions and CWB-I for targets of workplace victimization. Moreover, revenge cognitions mediates the relationship between workplace victimization and CWB-I when there are strong HRM practices but not when HRM practices are weak. We conclude with theoretical contributions, avenues for future research, and practical implications.
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