Relationships between organizational tolerance, counterproductive work behavior and health complaints: a moderated mediation model

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dc.contributor.authorPérez Larrazabal, José
dc.contributor.authorAzanza, Garazi
dc.contributor.authorArizkuren Eleta, Amaia
dc.contributor.authorTopa Cantisano, Gabriela
dc.date.accessioned2026-10-09T09:53:36Z
dc.date.available2026-10-09T09:53:36Z
dc.date.issued2026-05-20
dc.date.updated2026-10-09T09:53:36Z
dc.description.abstractPurpose – The present study analyzes associations between organizational tolerance to workplace harassment, counterproductive work behavior and health complaints in organizations with more than 50 employees. This study also explores the mediating role of work engagement and the moderating impact of employee adaptability. Design/methodology/approach – Data were collected from 434 active workers using a cross-sectional survey, and common method bias was assessed. The measurement model was validated in SmartPLS 4. Moderated mediation hypotheses were then tested with the PROCESS macro, which estimates indirect effects and confidence intervals. Findings – Our findings support both the simple and conditional mediation hypotheses. Specifically, work engagement mediates the relationship between organizational tolerance and counterproductive work behavior, with the strength of this mediation varying in accordance with employee adaptability. Practical implications – These findings point to the potential value of implementing organizational intervention programs aimed at reducing tolerance for workplace harassment. They also highlight the importance of developing personal coping skills to effectively manage undesirable behaviors in the workplace. Originality/value – This study underscores the critical yet underexplored role of organizational tolerance of psychological harassment in the workplace. Drawing on Einarsen's framework, the proposed model links organizational tolerance with other critical variables, supporting a moderated mediation that clarifies how organizational factors shape individual reactions to harassment. This approach offers a novel basis for developing more effective organizational interventions.en
dc.identifier.citationPerez-Larrazabal, J., Azanza, G., Arizkuren, A., & Topa, G. (2026). Relationships between organizational tolerance, counterproductive work behavior and health complaints: a moderated mediation model. Employee Relations, 48(4), 596-611. https://doi.org/10.1108/ER-07-2025-0584
dc.identifier.doi10.1108/ER-07-2025-0584
dc.identifier.eissn1758-7069
dc.identifier.issn0142-5455
dc.identifier.urihttps://hdl.handle.net/20.500.14454/6777
dc.language.isoeng
dc.publisherEmerald Publishing
dc.rights© Emerald Publishing Limited
dc.subject.otherCounterproductive work behavior
dc.subject.otherEmployee adaptability
dc.subject.otherOccupational health
dc.subject.otherOrganizational tolerance
dc.subject.otherPsychosocial risks at work
dc.subject.otherWork engagement
dc.subject.otherWorkplace abuse
dc.subject.otherWorkplace bullying
dc.subject.otherWorkplace harassment
dc.subject.otherWorkplace mobbing
dc.titleRelationships between organizational tolerance, counterproductive work behavior and health complaints: a moderated mediation modelen
dc.typejournal article
dcterms.accessRightsopen access
oaire.citation.endPage611
oaire.citation.issue4
oaire.citation.startPage596
oaire.citation.titleEmployee Relations
oaire.citation.volume48
oaire.licenseConditionhttps://creativecommons.org/licenses/by-nc/4.0/
oaire.versionAM
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