K Margaretha Strandmark, Hallberg Lillemor R-M
Division of Social Science, Department of Public Health, Karlstad University, Karlstad, Sweden.
J Nurs Manag. 2007 Apr;15(3):332-41. doi: 10.1111/j.1365-2834.2007.00662.x.
Workplace bullying has attracted increased attention during the last decade due to its severe consequences on health. However, the origin of bullying has, so far, been insufficiently described.
This study investigates the manner in which bullying is initiated at workplaces in the public service sector.
Twenty-two bully victims were interviewed in-depth and data were analysed according to grounded theory methodology.
The findings of this study demonstrated that bullying was preceded by a long-standing struggle for power. This power struggle emanated from conflicts of values caused by organizational conditions, leadership styles and the involved parties' work expectations. In particular, individuals who perceived themselves as strong and competent or as vulnerable and sensitive persons were targeted in these types of power struggles.
In these cases, if values conflicts were solved, the power struggle ebbed. When values conflicts remained unsolved, the gap widened between the targeted individual and that person's opponents. Thereby, the conflict escalated and grew into one characterized by systematic and persistent bullying.
职场霸凌在过去十年因其对健康的严重影响而受到越来越多的关注。然而，到目前为止，霸凌的起源尚未得到充分描述。
本研究调查公共服务部门工作场所霸凌行为的起始方式。
对22名受霸凌受害者进行了深入访谈，并根据扎根理论方法对数据进行了分析。
本研究结果表明，霸凌行为之前存在长期的权力斗争。这种权力斗争源于组织条件、领导风格以及相关方的工作期望所引发的价值观冲突。特别是，那些自认为强大能干或脆弱敏感的人在这类权力斗争中成为目标。
在这些情况下，如果价值观冲突得到解决，权力斗争就会平息。当价值观冲突仍未解决时，目标个体与其对手之间的差距就会扩大。从而，冲突升级并演变成以系统性和持续性霸凌为特征的冲突。
