Does Using Voodoo Dolls Of Your Boss Endure Every 2Nd Retaliation For Wrongs Committed Past Times Said Boss?

I am really reluctantly commending to the reader's attending the inquiry that led to this year's Ig Nobel prize inwards Economics.

From Harvard's Improbable Research:

ECONOMICS PRIZE [CANADA, CHINA, SINGAPORE, USA] — Lindie Hanyu Liang, Douglas Brown, Huiwen Lian, Samuel Hanig, D. Lance Ferris, too Lisa Keeping, for investigating whether it is effective for employees to usage Voodoo dolls to retaliate against abusive bosses.

REFERENCE: "Righting a Wrong: Retaliation on a Voodoo Doll Symbolizing an Abusive Supervisor Restores Justice," Lindie Hanyu Liang, Douglas J. Brown, Huiwen Lian, Samuel Hanig, D. Lance Ferris, too Lisa M. Keeping, The Leadership Quarterly, Feb 2018.

WHO ATTENDED THE CEREMONY: Hanyu Liang, Douglas J. Brown, Huiwen Lian, D. Lance Ferris, too Lisa M. Keeping

This potentially unsafe inquiry was deliberately omitted from our coverage 2 weeks ago:
Well, Another Year's Ig Nobel Prize Awards Are In The Can too the Winners Are...

However, upon deep reflection, too later on much argument, we've decided the pure request for cognition outweighs the risks to bosses everywhere.

Via ScienceDirect: 

Righting a wrong: Retaliation on a voodoo doll symbolizing an abusive supervisor restores justice

Abstract

When a subordinate receives abusive handling from a supervisor, a natural answer is to retaliate against the supervisor. Although retaliation is dysfunctional too should live on discouraged, nosotros examine the potential functional role retaliation plays inwards damage of alleviating the negative consequences of abusive supervision on subordinate jurist perceptions. Based on the notion that retaliation next mistreatment tin restore jurist for victims, nosotros suggest a model whereby retaliation next abusive supervision alleviates the negative effect of abusive supervision on subordinate jurist perceptions. In 2 experimental studies (Study one too 2), whereby nosotros manipulated abusive supervision too subordinate symbolic retaliation—in particular, harming a voodoo doll that represents the abusive supervisor—we flora full general back upward for our predictions. Theoretical too practical implications are discussed.

Introduction

When a subordinate is subjected to abusive supervision such equally populace ridicule, yelling, scapegoating, or other forms of supervisor mistreatment, a natural answer for the subordinate is to straight retaliate against the abusive supervisor (Bies & Tripp, 1996). Indeed, a growing trunk of studies (e.g., Lian, Brown, Ferris, Liang, Keeping, & Morrison, 2014; Mitchell & Ambrose, 2007) too meta-analyses (Mackey, Frieder, Brees, & Martinko, 2017; Schyns & Schilling, 2013) suggests that a human relationship exists betwixt abusive supervision too subsequent subordinate retaliation. 

Unfortunately, retaliation—or actions “in answer to roughly perceived harm or wrongdoing past times roughly other political party that is intended to inflict damage” (Aquino, Tripp, & Bies, 2001, p. 53)—would seem to accept destructive consequences for all parties involved. For instance, retaliation is detrimental to supervisor-subordinate relationships, such that it tin escalate conflict, resulting inwards farther acts of supervisory abuse (Aquino et al., 2001; Pruitt & Rubin, 1986; Tepper et al., 2009). Moreover, retaliation tin outcome inwards expensive lawsuits (Perry, 2000) too equally undermine employee labor functioning (Robinson & Greenberg, 1998). Given these negative effects, diverse researchers accept argued that retaliation should live on avoided (e.g., Folger & Baron, 1996; Lian, Brown, et al., 2014).

Yet, despite these negative consequences, retaliation appears to live on relatively common. For example, surveys accept shown that 76% of employees reported engaging inwards aggression towards their supervisor over the past times twelvemonth (Greenberg & Barling, 1999), too that employees aggress towards their supervisor equally much equally they create towards other coworkers, mayhap to a greater extent than too then (Baron, Neuman, & Geddes, 1999)...

...MUCH MORE