How Employee Race Moderates the Relationship Between Non-Contingent Punishment and Organizational Citizenship Behaviors: A Test of the Negative Adaptation Hypothesis |
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| Authors: | Stefan Thau Karl Aquino William H. Bommer |
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| Affiliation: | (1) Organizational Behavior Subject Area, London Business School, Regent’s Park, London, NW1 4SA, UK;(2) OBHR Division, Sauder School of Business, University of British Columbia, Vancouver, BC, Canada;(3) Department of Management, Craig School of Business, California State University, Fresno, CA, USA |
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| Abstract: | The negative adaptation hypothesis states that Black employees, but not White employees, have psychologically adapted to the occurrence of interpersonal mistreatment in organizations because they experience more negative events across different domains of social life than Whites. Consequently, Blacks react less strongly to the same level of actual interpersonal mistreatment compared to Whites. The authors applied this prediction to the relationship between non-contingent punishment and organizational citizenship behaviors (OCB). As expected, in a field study among 456 manufacturing plant workers, the relationship between non-contingent punishment and supervisory-rated OCB was negative and significant for Whites, but not for Blacks. Implications for the study of race, interpersonal mistreatment, and the perpetuation of racial inequalities in organizations are discussed. |
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| Keywords: | Non-contingent punishment Mistreatment Victimization Organizational citizenship behaviors Race |
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