Contextual Influences on Managers’ Restorative vs. Punitive Responses to Workplace Wrongdoing

A growing stream of management literature examines how reparative or restorative responses can be integrated with traditional punishment in responding to employee wrongdoing (e.g., Goodstein & Aquino, 2010). However, little is currently known about the influence of the organizational context on the manager’s decision to respond with a more restorative vs. punitive approach. Using data from 638 employees in a wide variety of organizations and industries, we tested hypotheses regarding contextual influences on the manager’s decision to respond in a more restorative or punitive manner. Results suggest that forgiveness climate, punishment climate, type of wrongdoing, and seriousness of wrongdoing had significant effects on the manager’s response beyond the effect of individual factors such as managers’ retributive/ restorative justice orientation. We discuss implications for practicing managers as well as avenues for future research.