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Managers’ Restorative Versus Punitive Responses to Employee Wrongdoing: A Qualitative Investigation

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Listed:
  • Nathan Robert Neale

    (University of Houston-Downtown)

  • Kenneth D. Butterfield

    (Washington State University)

  • Jerry Goodstein

    (Washington State University Vancouver)

  • Thomas M. Tripp

    (Washington State University Vancouver)

Abstract

A growing body of literature has examined managers’ use of restorative practices in the workplace. However, little is currently known about why managers use restorative practices as opposed to alternative (e.g., punishment) responses. We employed a qualitative interview technique to develop an inductive model of managers’ restorative versus punitive response in the context of employee wrongdoing. The findings reveal a set of key motivating and moderating influences on the manager’s decision to respond to wrongdoing in a restorative versus punitive manner. The findings also suggest that managers’ personal needs and perceived duties in the aftermath of employee wrongdoing are generally more consistent with restorative responses than punishment responses, which helps explain managers’ use of restorative workplace practices.

Suggested Citation

  • Nathan Robert Neale & Kenneth D. Butterfield & Jerry Goodstein & Thomas M. Tripp, 2020. "Managers’ Restorative Versus Punitive Responses to Employee Wrongdoing: A Qualitative Investigation," Journal of Business Ethics, Springer, vol. 161(3), pages 603-625, January.
    • Handle: RePEc:kap:jbuset:v:161:y:2020:i:3:d:10.1007_s10551-018-3935-x
    DOI: 10.1007/s10551-018-3935-x
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    References listed on IDEAS

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    1. Bugdol Marek & Puciato Daniel, 2023. "Punishment of employees – its causes, types, and consequences, as well as factors determining punishment for poor quality," International Journal of Contemporary Management, Sciendo, vol. 59(4), pages 1-17, December.

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