Purpose 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.
Pérez-Larrazabal et al. (Mon,) studied this question.