Moral injury and moral distress are well established constructs in the military (moral injury) and healthcare (moral distress or stress) literatures - generically both result from feeling forced to do something that violates one's sense of what is right. Markham and Kelloway (in press) argued that the notion of moral distress is more broadly applicable in moral violations can occur in a wide range of occupations. In a three wave longitudinal study I operationalize this suggestion. First, I develop a 9-item measure based on Nash et al's (2013) scale of moral injurious events at work (MIEWS) and test for measurement equivalence across time. The scale comprises three dimensions (self-transgressions, other transgressions and betrayal) and demonstrates criterion-related validity. Second, longitudinal data are used to test a model suggesting that moral injury is an outcome of abusive supervision and a predictor of anxiety. Evidence for both the stress generation and the "traditional" model of stress is obtained. Finally, I discuss the need for further research on moral distress in the workplace and make the case that it is a primary outcome of leadership.