Abstract

 

The purpose of this research was to develop a measurement of the individual differences that contribute toacts 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 justice or trust violations by organizations that may lead to revenge. Two studies were conducted to reduce the initial 168 items into a 50-item scale that contains 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 it 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.