Revenge is a form of workplace aggression and counterproductive work behavior directed against people. It is distinguished from other forms in that it is in response to something negative that has been done to the actor. Bies and Tripp have written about it--here's a few sources.

Aquino, K., Tripp, T. M., & Bies, R. J. (2001). How employees respond to personal offense: The effects of blame attribution, victim status, and offender status on revenge and reconciliation in the workplace. Journal of Applied Psychology, 86(1), 52-59.

Aquino, K., Tripp, T. M., & Bies, R. J. (2006). Getting Even or Moving On? Power, Procedural Justice, and Types of Offense as Predictors of Revenge, Forgiveness, Reconciliation, and Avoidance in Organizations. Journal of Applied Psychology, 91(3), 653-668.

Aquino, K., Tripp, T. M., & Bies, R. J. (2007). Correction to Aquino, Tripp, and Bies (2006). Journal of Applied Psychology, 92(1), 80-80.

Bies, R. J., & Tripp, T. M. (2005). The study of revenge in the workplace: Conceptual, ideological, and empirical issues. In S. Fox & P. E. Spector (Eds.), Counterproductive work behavior: Investigations of actors and targets. (pp. 65-81). Washington, DC, US: American Psychological Association.

Bies, R. J., Tripp, T. M., & Kramer, R. M. (1997). At the breaking point: Cognitive and social dynamics of revenge in organizations. In R. A. Giacalone & J. Greenberg (Eds.), Antisocial behavior in organizations. (pp. 18-36). Thousand Oaks, CA, US: Sage Publications, Inc.

Tripp, T. M., Bies, R. J., & Aquino, K. (2002). Poetic justice or petty jealousy? The aesthetics of revenge. Organizational Behavior and Human Decision Processes, 89(1), 966-984.

I think that Paul has already provided you a with handful of resources, but I would nevertheless recommend that you take a look at:

Jones, David A. "Getting even with one's supervisor and one's organization: Relationships among types of injustice, desires for revenge, and counterproductive work behaviors." Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior 30, no. 4 (2009): 525-542.

Moreno-Jiménez, Bernardo, Alfredo Rodríguez-Muñoz, Juan Carlos Pastor, Ana Isabel Sanz-Vergel, and Eva Garrosa. "The moderating effects of psychological detachment and thoughts of revenge in workplace bullying." Personality and individual differences 46, no. 3 (2009): 359-364.

Bradfield, Murray, and Karl Aquino. "The effects of blame attributions and offender likableness on forgiveness and revenge in the workplace." Journal of management 25, no. 5 (1999): 607-631.

Skarlicki, Daniel P., and Robert Folger. "Retaliation in the workplace: The roles of distributive, procedural, and interactional justice." Journal of applied Psychology 82, no. 3 (1997): 434.

thanks for this :)

Revenge, AT THE MARGIN OF THE SITE OR PLACE WHERE IT IS FROM, IS ALWAYS VENGEANCE, since it is aggressive conduct (of whatever type and implicit or explicit) that is neither classified nor classified by where it occurs; Well, revenge is retaliation against a person or group in response to an injury received (or perceived as such) is something innate in the human being and appears in all kinds of cultures, places and historical moments.

Another thing is that such revenge is translated into an assumption of MOBBING, but -in this case- it is already typified as said mobbing and not as revenge.

"Before starting a journey of revenge, dig two graves." Confucius.

Hi Dr Carla George . I hope the following link could help you:

https://www.thebalancecareers.com/what-can-be-considered-workplace-retaliation-4174529

I totally agree with you Dear Dr. Francisco Javier Gala ! and with your sentence "Before starting a journey of revenge, dig two graves." Confucius.

Bullying and harassment is behaviour that makes someone feel intimidated or offended.

People spend most of their time at work. Not everybody loves their job, but they all deserve to feel comfortable and at ease in the workplace. Your working environment should be a supportive one, where everyone can work towards their goals without undue pressure or attention.

There's a perception that bullying is something that only happens at school, as if you'll leave education and never meet a bully again. Unfortunately, some people never grow up. Bullying is a problem across ages and environments. It's by no means restricted to school. In fact, bullying in the workplace is more commonplace than you'd think.

Whether it's a critical boss singling out one employee to blame and punish, or a workforce playing repeated pranks on a colleague and choosing to ignore their contributions to a project, workplace bullying is on the rise.

It might come as a surprise to some, but bullying isn't against the law. However, if a colleague or superior is being offensive and intimidating, it could be considered harassment Harassment is defined as: unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. The protected characteristics are:

• Age, sex, or sexuality
• Gender reassignment
• Marital status, pregnancy, maternity/paternity
• Your race, religion, or beliefs
• Disability

Unfortunately, it's common for bullying to come from one's superiors. Those who've experienced a bad boss in the past will understand how much it can affect your daily life to have someone in charge that lacks respect for others at work.

"Although bullying takes place at all levels within the workplace, the most common perpetrators are managers. This type of bullying often arises due to an unequal balance of power, with managers attempting to control the behaviour of their subordinates through coercive methods," says Shainaz Firfiray, assistant professor of organisation and human resource management at Warwick Business School.

Just because they're in charge of one it doesn't mean they can get away with bullying. The policy of any good company will include a designated colleague who you can talk through your concerns with, without fear of being punished for side-stepping your manager. You can show them your diary of events and discuss whether the behaviour was acceptable or not and make decisions on where to go next.

What's more, confidentially is a key part of the complaints process. You should always be treated fairly and sensitively.

Last word: would retaliation pay dividends? I conclude with Richelle E. Goodrich’s words that “Vengeance, retaliation, retribution, revenge are deceitful brothers—vile, beguiling demons promising justifiable compensation to a pained soul for his losses. Yet in truth they craftily fester away all else of worth remaining.”

Source: https://www.smartpension.co.uk/news-and-media/how-to-handle-workplace-bullying

Good answer Dear Dr. @Francisco Javier Gala!=

Revenge, AT THE MARGIN OF THE SITE OR PLACE WHERE IT IS FROM, IS ALWAYS VENGEANCE, since it is aggressive conduct (of whatever type and implicit or explicit) that is neither classified nor classified by where it occurs; Well, revenge is retaliation against a person or group in response to an injury received (or perceived as such) is something innate in the human being and appears in all kinds of cultures, places and historical moments.

Another thing is that such revenge is translated into an assumption of MOBBING, but -in this case- it is already typified as said mobbing and not as revenge.

"Before starting a journey of revenge, dig two graves." Confucius

Revenge remains revenge and leads to failure in work, and successful work is by teamwork and honesty in it

I totally agree with you Dear Dr. Francisco Javier Gala ! and with your sentence "Before starting a journey of revenge, dig two graves" Confucius.

Cf.

https://www.researchgate.net/post/If_we_avenge_ourselves_we_will_be_unfair_towards_others/9