Xing Zhou

A small but growing body of research suggests that witnessing mistreatment affects third-party observers’ attitudes and behaviors. Based on the framework of belief in a just world theory, this study examines perverse secondary victimization which is particularly pervasive in negative workplace gossip from a third-party perspective but has nonetheless received little attention in organizational research. We present a moderated mediation model and hypothesize that third-party observers’ deservingness judgment would mediate the effect of observed negative workplace gossip and interact with their just world beliefs in predicting their unfavorable reactions toward the target. Additionally, an observer’s BJW would exacerbate the positive relationship between observed negative workplace gossip and deservingness judgment, that is, third-party observers with high BJW are more susceptible to victim derogation bias and consider that the target of gossip deserved the victimization experience to maintain their worldview. Data were collected from 210 full-time employees through online questionnaires and the empirical results supported the hypotheses. The study discusses the theoretical and practical implications of the findings.

Cyberloafing is prevalent in the workplace and research has increasingly focused on its antecedents. This study aims to extend the cyberloafing literature from the perspective of perceived overqualification among civil servants. Drawing on equity theory, we examined the effect of POQ on cyberloafing, along with the mediating role of harmonious passion on the POQ–cyberloafing relationship and the moderating role of the need for achievement on strengthening the link between POQ and harmonious passion. Using time-lagged data from a sample of 318 civil servants in China, we found that POQ was positively related to cyberloafing; harmonious passion mediated this relationship; the need for achievement moderated the effect of POQ on harmonious passion as well as the indirect effect of POQ on cyberloafing via harmonious passion. Based on the findings, we discussed theoretical and managerial implications and provided future research avenues.