Petrović Ivana B, Vukelić Milica, Čizmić Svetlana
Department of Psychology, Faculty of Philosophy, University of Belgrade Belgrade, Serbia.
Front Psychol. 2017 Jan 9;7:2058. doi: 10.3389/fpsyg.2016.02058. eCollection 2016.
Researchers are still searching for the ways to identify different categories of employees according to their exposure to negative acts and psychological experience of workplace bullying. We followed Notelaers and Einarsen's application of the ROC analysis to determine the NAQ-R cut-off scores applying a "lower" and "higher" threshold. The main goal of this research was to develop and test different gold standards of personal and organizational relevance in determining the NAQ-R cut-off scores in a specific cultural and economic context of Serbia. Apart from combining self-labeling as a victim with self-perceived health, the objectives were to test the gold standards developed as a combination of self-labeling with life satisfaction, self-labeling with intention to leave and a complex gold standard based on self-labeling, self-perceived health, life satisfaction and intention to leave taken together. The ROC analysis on Serbian workforce data supports applying of different gold standards. For identifying employees in a preliminary stage of bullying, the most applicable was the gold standard based on self-labeling and intention to leave (score 34 and higher). The most accurate identification of victims could be based on the most complex gold standard (score 81 and higher). This research encourages further investigation of gold standards in different cultures.
研究人员仍在寻找根据员工遭受负面行为的程度以及工作场所欺凌的心理体验来识别不同类别员工的方法。我们遵循诺特拉尔斯和艾纳森对ROC分析的应用，以“较低”和“较高”阈值来确定NAQ-R的临界分数。本研究的主要目标是在塞尔维亚特定的文化和经济背景下，开发并测试与个人和组织相关的不同黄金标准，以确定NAQ-R的临界分数。除了将自我认定为受害者与自我感知的健康状况相结合外，目标还包括测试作为自我认定与生活满意度、自我认定与离职意图相结合而开发的黄金标准，以及基于自我认定、自我感知的健康状况、生活满意度和离职意图综合考量的复杂黄金标准。对塞尔维亚劳动力数据的ROC分析支持应用不同的黄金标准。为了识别处于欺凌初步阶段的员工，最适用的是基于自我认定和离职意图的黄金标准（分数为34及以上）。对受害者最准确的识别可能基于最复杂的黄金标准（分数为81及以上）。本研究鼓励在不同文化中进一步研究黄金标准。
