Andersen Gunn Robstad, Aasland Olaf Gjerlöw, Fridner Ann, Lövseth Lise Tevik
Department of Research and Development (AFFU), St Olavs University Hospital, Trondheim, Norway.
Work. 2010;37(1):99-110. doi: 10.3233/WOR-2010-1061.
The objective of this cross-national study was to identify work-related factors related to the prevalence of harassment, and identify potential similarities and differences in harassment levels and appointed perpetrators within the same professional group across four European cities.
2078 physicians working in university hospitals in Trondheim, Stockholm, Reykjavik, and Padova participated in the study.
Questionnaire comprised items on direct and indirect experience of workplace harassment, appointed perpetrators, psychosocial work environment and basic socio-demographics.
Harassment was found to be a relatively frequent work environment problem among physicians in all four European cities, with particular high levels in Padova. Role conflict, human resource primacy, empowerment leadership, and control over work pace were all found to be significantly related to workplace harassment.
Differences in harassment prevalence and perpetrators indicated a cultural difference between the Italian and the Nordic hospitals. Harassment followed the line of command in Padova in contrast to being a horizontal phenomenon in the Scandinavian hospitals. This may be explained by national differences in organizational systems and traditions. In order to decrease harassment level and create a positive and productive work environment, each organization must employ different strategies in accordance with their harassment patterns.
这项跨国研究的目的是确定与骚扰发生率相关的工作相关因素，并确定四个欧洲城市中同一专业群体内骚扰程度和指定肇事者方面的潜在异同。
在特隆赫姆、斯德哥尔摩、雷克雅未克和帕多瓦的大学医院工作的2078名医生参与了该研究。
问卷包括关于工作场所骚扰的直接和间接经历、指定肇事者、心理社会工作环境和基本社会人口统计学的项目。
在所有四个欧洲城市的医生中，骚扰被发现是一个相对常见的工作环境问题，在帕多瓦尤为严重。角色冲突、人力资源至上、赋权型领导和对工作节奏的控制都被发现与工作场所骚扰显著相关。
骚扰发生率和肇事者的差异表明意大利医院和北欧医院之间存在文化差异。在帕多瓦，骚扰遵循指挥链，而在斯堪的纳维亚医院则是一种横向现象。这可能是由组织系统和传统的国家差异所解释的。为了降低骚扰程度并创造一个积极且高效的工作环境，每个组织必须根据其骚扰模式采用不同的策略。
