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Beyond Blaming the Victim: Toward a More Progressive Understanding of Workplace Mistreatment

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  • Cortina, Lilia M.
  • Rabelo, Verónica Caridad
  • Holland, Kathryn J.

Abstract

Theories of human aggression can inform research, policy, and practice in organizations. One such theory, victim precipitation, originated in the field of criminology. According to this perspective, some victims invite abuse through their personalities, styles of speech or dress, actions, and even their inactions. That is, they are partly at fault for the wrongdoing of others. This notion is gaining purchase in industrial and organizational (I-O) psychology as an explanation for workplace mistreatment. The first half of our article provides an overview and critique of the victim precipitation hypothesis. After tracing its history, we review the flaws of victim precipitation as catalogued by scientists and practitioners over several decades. We also consider real-world implications of victim precipitation thinking, such as the exoneration of violent criminals. Confident that I-O can do better, the second half of this article highlights alternative frameworks for researching and redressing hostile work behavior. In addition, we discuss a broad analytic paradigm—perpetrator predation—as a way to understand workplace abuse without blaming the abused. We take the position that these alternative perspectives offer stronger, more practical, and more progressive explanations for workplace mistreatment. Victim precipitation, we conclude, is an archaic ideology. Criminologists have long since abandoned it, and so should we.

Suggested Citation

  • Cortina, Lilia M. & Rabelo, Verónica Caridad & Holland, Kathryn J., 2018. "Beyond Blaming the Victim: Toward a More Progressive Understanding of Workplace Mistreatment," Industrial and Organizational Psychology, Cambridge University Press, vol. 11(1), pages 81-100, March.
  • Handle: RePEc:cup:inorps:v:11:y:2018:i:01:p:81-100_00
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    Cited by:

    1. Jennifer Y. Kim & Alyson Meister, 2023. "Microaggressions, Interrupted: The Experience and Effects of Gender Microaggressions for Women in STEM," Journal of Business Ethics, Springer, vol. 185(3), pages 513-531, July.
    2. Yejun Zhang & Mark C. Bolino & Kui Yin, 2023. "The Interactive Effect of Perceived Overqualification and Peer Overqualification on Peer Ostracism and Work Meaningfulness," Journal of Business Ethics, Springer, vol. 182(3), pages 699-716, January.
    3. Chimaraoke Izugbara & Meroji Sebany & Frederick Wekesah & Boniface Ushie, 2022. "“The SDGs are not God”: Policy‐makers and the queering of the Sustainable Development Goals in Africa," Development Policy Review, Overseas Development Institute, vol. 40(2), March.
    4. Amna Gul & Farooq Ahmad & Shahida Mariam, 2019. "Interactive Effect of Perceived Organizational Politics and Hierarchical Status on Workplace Victimization," Global Political Review, Humanity Only, vol. 4(4), pages 29-40, December.
    5. Wenrui Cao & Peikai Li & Reine van der Wal & Toon Taris, 2023. "Leadership and Workplace Aggression: A Meta-analysis," Journal of Business Ethics, Springer, vol. 186(2), pages 347-367, August.
    6. Mackey, Jeremy D., 2021. "Why and how predators pick prey: Followers’ personality and performance as predictors of destructive leadership," Journal of Business Research, Elsevier, vol. 130(C), pages 159-169.

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