Workplace Bullying and Organizational Deviance : Does Gratitude Matter?

Abstract

Two objectives guide this study: first, to examine whether organizational deviance is a consequence of workplace bullying, and second, to investigate a possible moderating effect of gratitude on the relationship between workplace bullying and organizational deviance. Variables were tapped using the Negative Acts Questionnaire, Organisational Deviance Measure, and Gratitude Questionnaire (GQ6). This study uses a correlation-causal design; data were drawn from a sample of 215 workers employed in telecom organizations and higher education institutes and universities based in Islamabad and Rawalpindi. Linear and hierarchical regression techniques were used to test the hypothesized direct and moderating effects. Results confirmed both hypotheses, implying that workplace bullying offsets organizational deviance in bullied employees and that gratitude moderates the relationship. Theoretically, the study contributes to the current literature by signifying that workplace bullying triggers deviance in employees and that gratitude is an important variable that lessens the undesirable triggering of workplace deviance in bullied employees. Managers should create awareness about bullying and deviant acts at work and assert gratitude within the organizational environment through training and workshops to lessen bullying incidents and offset unwanted bullying outcomes. They are also advised to minimize bullying and its subsequent effects by establishing clarity in work design.