Revenge in the Sky: The Impact of Organizational Revenge on Organizational Sustainability in the Aviation Sector

Abstract

This study aims to examine the impact of organizational revenge intentions on organizational sustainability. A quantitative research method was employed to achieve this objective. The sample of the study consists of 500 employees working in the civil aviation sector. To reach the sample size, an online survey method was use. After the data collection process, the survey results were analyzed using SPSS and SPSS AMOS software. The analysis revealed a significant negative effect of organizational revenge intentions on organizational sustainability. These findings contribute to the understanding of the potential consequences of revenge behaviors in organizations, particularly in the context of the aviation sector, suggesting that managing organizational emotions may play a critical role in fostering long-term sustainability.

Keywords

• Organizational Revenge Intention
• Organizational Sustainability
• Revenge
• Sustainability
• Civil Aviation

References

1. Abbasi, M. A., Amran, A., & Sahar, N. E. (2024). Assessing the impact of corporate environmental irresponsibility on workplace deviant behavior of generation Z and millennials: A multigroup analysis. International Journal of Ethics and Systems, 40(1), 45-67.
2. Abraham, J., Mangapul, C. J., Amaniputri, D. N., Manurung, R. H., & Ispurwanto, W. (2023). Intention to whistleblow: Perception of reporting skill mediates the predicting role of class consciousness and perceived probability of revenge. F1000Research, 12.
3. Acar, M., & Kula, S. (2021). Kayırmacılık ve haksızlık: Çalışan performansı üzerindeki etkileri (Favoritism and unfairness: Their effects on employee performance). Journal of Organizational Behavior, 38(3), 45-67.
4. Al-Romeedy, B. S. (2024). Green human resource management and organizational sustainability in airlines— EgyptAir as a case study. In Green Human Resource Management: A View from Global South Countries (pp. 367-386). Singapore: Springer Nature Singapore.
5. Bani-Melhem, S., Quratulain, S., & Al-Hawari, M. A. (2020). Customer incivility and frontline employees’ revenge intentions: Interaction effects of employee empowerment and turnover intentions. Journal of Hospitality Marketing & Management, 29(4), 450-470.
6. Baysal, C., Yıkılmaz, İ., & Sürücü, L. (2024). The intermediate role of revenge intention in the effect of mobbing on employee job performance. İşletme Araştırmaları Dergisi, 16(1), 521-531.
7. Bender, J., Sutherland, N., & Little, R. (2017). Beyond unsustainable leadership: Critical social theory for sustainable leadership. Management and Policy Journal, 8(4), 418-444.
8. Boudreau, J. W., & Ramstad, P. M. (2005). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition. Human Resource Management, 44(2), 129-136.

9. Bordia, P., Kiazad, K., Restubog, S. L. D., DiFonzo, N., Stenson, N., & Tang, R. L. (2014). Rumor as revenge in the workplace. Group & Organization Management, 39(4), 363-388.
10. Chaudhuri, R., Chatterjee, S., Mariani, M. M., & Wamba, S. F. (2024). Assessing the influence of emerging technologies on organizational data-driven culture and innovation capabilities: A sustainability performance perspective. Technological Forecasting and Social Change, 200, 123165.
11. Çakır, H. (2018). Örgütsel intikam ve çalışan davranışları (Organizational revenge and employee behavior). Çalışma Psikolojisi Dergisi, 24(2), 112-125.
12. Costanza, R., & Patten, B. C. (1995). Defining and predicting sustainability. Ecological Economics, 15(3), 193-196.
13. Demastus, J., & Landrum, N. E. (2024). Organizational sustainability schemes align with weak sustainability. Business Strategy and the Environment, 33(2), 707-725.
14. Deng, W., Jia, M., & Zhang, Z. (2023). How corporate social responsibility moderates the relationship between distributive unfairness and organizational revenge: A deontic justice perspective. Chinese Management Studies, 17(6), 1240-1258.
15. Dyllick, T., & Muff, K. (2016). Clarifying the meaning of "sustainability". Business Strategy and the Environment, 25(1), 96-110.
16. Ehnert, İ. (2006). Sustainability issues in human resource management: Linkages, theoretical approaches and outlines for an emerging field. Paper prepared for 21st EIASM SHRM Workshop, Aston, Birmingham.
17. Erol, İ., & Özmen, A. (2008). Çevresel düzeyde sürdürülebilirlik performanslarının ölçülmesi: Perakende sektöründe bir uygulama (Measuring sustainability performances at environmental level: An application in the retail sector). İktisat, İşletme ve Finans, 23(266), 2-10.
18. Febrian, W. D., & Sani, I. (2023). Systematic literature review: Implementation of talent management for crewing in shipping companies to organizational sustainability. Indonesian Journal of Business Analytics, 3(5), 1837-1848.
19. Florez-Jimenez, M. P., Lleo, A., Ruiz-Palomino, P., & Muñoz-Villamizar, A. F. (2024). Corporate sustainability, organizational resilience, and corporate purpose: A review of the academic traditions connecting them. Review of Managerial Science, 1-38.
20. Forbes. (2020). Organizational trust and its impact on sustainable business practices. Forbes Magazine, 12, 45-56.
21. Gadomska-Lila, K., Sudolska, A., & Łapińska, J. (2024). The importance of green competencies in advancing organizational sustainability: The empirical perspective. Sustainable Development, 32(1), 1152-1169.
22. Hinsberg, K., Nadesan, M., & Lamanna, A. (2024). Communicative framework development for construction risk governance: An analysis of risk and trust perception for organizational sustainability. Sustainability, 16(13), 5794.
23. Jackson, J. C., Choi, V. K., & Gelfand, M. J. (2019). Revenge: A multilevel review and synthesis. Annual Review of Psychology, 70(1), 319-345.
24. Joshi, A., Kataria, A., Rastogi, M., Beutell, N. J., Ahmad, S., & Yusliza, M. Y. (2023). Green human resource management in the context of organizational sustainability: A systematic review and research agenda. Journal of Cleaner Production, 430, 139713.
25. Jones, D. A. (2009). 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, 30, 525-542.
26. Jones, D. A. (2011). Getting even for interpersonal mistreatment in the workplace: Triggers of revenge motives and behavior. In J. Greenberg (Ed.), Insidious Workplace Behavior (pp. 101-147). New York: Psychology Press.
27. Karasar, N. (1995). Bilimsel araştırma yöntemi, kavramlar, ilkeler (Scientific research method, concepts, principles). Ankara: 3A Araştırma Eğitim Danışmanlık Ltd.
28. Liu, X., Lu, W., Liu, S., & Qin, C. (2023). Hatred out of love or love can be all-inclusive? Moderating effects of employee status and organizational affective commitment on the relationship between turnover intention and CWB. Frontiers in Psychology, 13, 993169.
29. Meydan, C. H., & Şeşen, H. (2011). Yapısal eşitlik modellemesi AMOS uygulamaları (Structural equation modeling AMOS applications). Detay Yayıncılık.
30. Nakra, N., & Kashyap, V. (2024). Responsible leadership and organizational sustainability performance: Investigating the mediating role of sustainable HRM. International Journal of Productivity and Performance Management.
31. Nayir, K. F. (2016). Developing Organizational Revenge Scale and examining teachers’ opinions about organizational revenge. International Online Journal of Educational Sciences, 8(3), 1-15.
32. Nayir, K. F. (2024). Developing organizational revenge scale and examining teachers’ opinions about organizational revenge. International Online Journal of Educational Sciences, 8(3).
33. Nguyen-Viet, B., & Nguyen, P. M. (2024). The role of social support on frontline employees’ revenge motivation in customer incivility: A case study of the banking industry in an emerging market. Current Psychology, 43(34), 27377-27392.
34. Özer, Ö., Sonuğur, C., Kar, A., Top, M., & Erigüç, G. (2014). Organizational stress, organizational cynicism, organizational revenge, intention to quit: A study on research assistants. Faculty of Economics and Administrative Sciences Department of Health Administration, 3(8).
35. Öztırak, M., & Güney, S. (2022). The mediator role of proactive personality in the effect of psychological empowerment on self-leadership: a study for the aviation industry. Journal of Aviation, 6(3), 318-324.
36. Öztırak, M. (2023). Sivil havacılıkta kabin memurlarının iş yaşam dengelerinin mesleki tükenmişlikleri üzerindeki etkisine yönelik bir araştırma. Karadeniz Ekonomi Araştırmaları Dergisi, 4(1), 25-43.
37. Öztırak, M. (2024). Havaalanı Yönetiminde Çevresel Sürdürülebilirlik Stratejileri: Yeşil Havaalanı Yönetimi Yaklaşımı. Scientific Journal of Space Management and Space Economy, 4(2), 1-15.
38. Peters, C., & Wals, A. E. (2013). Sustainability and organizational change: A framework for understanding organizational behavior. Sustainability Science, 8(2), 181-193.
39. Redclift, M. (2005). Sustainable development (1987-2005): An oxymoron comes of age. Sustainable Development, 13(4), 212-227.
40. Scully-Russ, E. (2012). Human resource development and sustainability: Beyond sustainable organization. Human Resource Development International, 15(4), 399-415.
41. Sezen Gültekin, G. (2019). Yükseköğretimde örgütsel körlük ve örgütsel sürdürülebilirlik arasındaki ilişkide örgütsel dayanıklılığın aracı rolü (Doktora Tezi) (The mediating role of organizational resilience in the relationship between organizational blindness and organizational sustainability in higher education) (Doctoral Thesis). YÖK Tez Merkezi veri tabanından erişildi (Tez No: 552330).
42. Shrivastava, P. (1995). The role of corporations in achieving ecological sustainability. Academy of Management Review, 20(4), 936-960.
43. Silvestre, W. J., Antunes, P., & Leal Filho, W. (2018). The corporate sustainability typology: Analysing sustainability drivers and fostering sustainability at enterprises. Technological and Economic Development of Economy, 24(2), 513-533.
44. Stackhouse, M. R., Boon, S. D., & Paulin, M. (2023). Why we harm the organization for a perpetrator's actions: The roles of unforgiveness, group betrayal, and group embodiment in displaced revenge. European Journal of Social Psychology, 53(4), 664-680.
45. Srivastava, S., & Dhir, S. (2024). Do workplace practices really matter? Role of ostracism and dehumanization at the workplace and psychological well-being of employees. International Journal of Organizational Analysis, (ahead-of-print).
46. Tatarlar, C.D., & Çangarlı, B.G. (2018). İntikam mı affetme mi? Örgütsel yaşamda çok bilinmeyenli bir denklem (Revenge or forgiveness? An equation with many unknowns in organizational life). Ege Akademik Bakış Dergisi, 18(4), 591-603.
47. Tokgöz, N., & Önce, S. (2009). Şirket sürdürülebilirliği: Geleneksel yönetim anlayışına alternatif (Company sustainability: An alternative to traditional management approach). Afyon Kocatepe Üniversitesi İ.İ.B.F. Dergisi, 11(1), 250-258.
48. 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. https://doi.org/10.1016/S0749- 5978(02)00038-9
49. Tuna, A. A., & Boylu, Y. (2016). Algılanan örgütsel destek ve işe ilişkin duyuşsal iyi oluş halinin üretkenlik karşıtı iş davranışları üzerine etkileri (Effects of perceived organizational support and job-related affective well-being on counterproductive work behaviors). İşletme Araştırmaları Dergisi, 8(4), 505-521.
50. Vasiu, M. (2021). Social Sustainability and Employee Engagement: A Literature Review. International Journal of Sustainable Development, 34(2), 92-105.
51. Yılmaz, Ö. D. (2014). Algılanan mağduriyetin affetme eğilimi ve intikam niyeti üzerindeki etkisi: Konaklama işletmeleri çalışanlarına yönelik bir araştırma (The effect of perceived victimization on tendency to forgive and intention to revenge: A study on accommodation business employees). AKÜ İİBF Dergisi, 16(1), 87-106.