Journal of Business and Psychology
Выпуски:
Опубликовано на портале: 14-03-2005
Jeffrey Douglas Sommers
Journal of Business and Psychology.
2002.
Vol. 17.
No. 2.
P. 207 - 222.
The purpose of this research was to develop a measurement of the individual differences
that contribute to acts of organizational revenge and aggression. This scale was
designed to achieve three goals: (a) to minimize demand characteristics so that the
scale may be useful for personnel selection, (b) to represent a wide range of possible
behavioral reactions to organizational injustice, and (c) to represent a range of
trust violations committed by organizations that can lead to revenge. Two studies
were conducted to reduce the initial 168 items into a 50-item scale containing two
conceptually distinct subscales, a 19-item Constructive subscale and a 31-item Destructive
subscale. Study 2 provides evidence for the internal reliability of the overall scale
and its subscales and also provides some evidence for the construct validity of the
final scale. The utility of this instrument for use in personnel selection and for
research on workplace aggression is discussed, along with suggestions for additional
efforts to demonstrate the validity of this instrument.

