We examine how and when coworker vigilante behavior influences third-party employees' behavioral responses, focusing on the underlying mechanisms. Based on affective events theory and attribution theory, we primarily examined the boundary role of motivational attribution. We develop a theoretical model explaining when coworker vigilante behavior, with its dual attributes of justice and informality, triggers admiration or disgust in third-party employees, thus influencing their helping behavior or workplace ostracism toward the vigilante coworker. Through a two-stage survey, we collected 268 valid responses from various industries. The empirical results support our theory that third-party employees' organizational concern attribution not only moderates the relationship between coworker vigilante behavior and admiration/disgust but also moderates the indirect effect of coworker vigilante behavior on helping behavior/workplace ostracism toward the vigilante coworker through admiration/disgust. Furthermore, third-party employees' impression management attribution not only moderates the relationship between coworker vigilante behavior and disgust but also moderates the indirect effect of coworker vigilante behavior on workplace ostracism toward the vigilante coworker through disgust. These findings provide insights into workplace vigilante behavior and offer new perspectives for organizations to enhance its positive impact and sustainability in practices.
