Nabe-Nielsen Kirsten, Grynderup Matias Brødsgaard, Conway Paul Maurice, Clausen Thomas, Bonde Jens Peter, Garde Anne Helene, Hogh Annie, Kaerlev Linda, Török Eszter, Hansen Åse Marie
Department of Public Health (Drs Nabe-Nielsen, Grynderup, Garde, Ms Török, Dr Hansen); Department of Psychology (Drs Conway, Hogh), University of Copenhagen, Copenhagen K; The National Research Centre for the Working Environment, Copenhagen Ø (Drs Clausen, Garde, Hansen); Department of Occupational and Environmental Medicine, Frederiksberg and Bispebjerg Hospital, University of Copenhagen, Copenhagen NV (Dr Bonde); Research Unit of Clinical Epidemiology, Institute of Clinical Research, University of Southern Denmark, Odense M (Dr Kaerlev); Center for Clinical Epidemiology, Odense University Hospital, Odense C (Dr Kaerlev), Denmark.
J Occup Environ Med. 2017 Jul;59(7):665-672. doi: 10.1097/JOM.0000000000001050.
To investigate the association between workplace bullying and change of job/unemployment, and to investigate whether psychological stress reactions constitute a potential pathway linking workplace bullying and change of job/unemployment.
We used questionnaire data on workplace bullying and psychological stress reactions and register data on change of job/unemployment. We applied a multiple pathway approach to estimate the proportion of the association between workplace bullying and subsequent change of job/unemployment that was potentially mediated by psychological stress reactions.
Workplace bullying was associated with risk of change of job (odds ratio [OR] = 1.35; 95% confidence interval [CI]: 1.06-1.72; 24% potentially mediated by psychological stress reactions) and unemployment (OR = 4.90; 95% CI: 3.18-7.55; 19% potentially mediated by psychological stress reactions).
Workplace bullying has important consequences for labor market outcomes. Psychological stress reactions may play a vital role in this process.
调查职场霸凌与工作变动/失业之间的关联，并调查心理应激反应是否构成连接职场霸凌与工作变动/失业的潜在途径。
我们使用了关于职场霸凌和心理应激反应的问卷数据以及关于工作变动/失业的登记数据。我们采用多途径方法来估计职场霸凌与随后的工作变动/失业之间的关联中可能由心理应激反应介导的比例。
职场霸凌与工作变动风险相关（优势比[OR]=1.35；95%置信区间[CI]：1.06 - 1.72；24%可能由心理应激反应介导）以及与失业相关（OR = 4.90；95% CI：3.18 - 7.55；19%可能由心理应激反应介导）。
职场霸凌对劳动力市场结果有重要影响。心理应激反应可能在此过程中起关键作用。
