a Department of Education Studies , University of Bologna , Bologna , Italy.
b Departamento de Psicología Social y de las Organizaciones , Universidad Nacional de Educación a Distancia , Madrid , Spain.
Psychol Health Med. 2018 Jun;23(5):511-516. doi: 10.1080/13548506.2017.1363396. Epub 2017 Aug 9.
Work environments characterized by inadequate work conditions have been widely recognized as being particularly prone to the occurrence and exacerbation of bullying behavior. Accordingly, this longitudinal study aimed to explore whether the impact of effort-reward imbalance (ERI) on workplace bullying was mediated by a lower perception of organizational justice, and whether the association between ERI and perceptions of justice was moderated by organizational identification. In the current study, a sample of N = 195 Spanish employees from different occupational sectors filled in an online questionnaire at two different times with a time lag of 8 months. In line with the hypothesized moderated mediation model, results showed that organizational justice mediated the impact of ERI on workplace bullying. Moreover, the effect of perceived ERI on organizational justice was stronger for employees with low organizational identification. Overall, this study can contribute to better understanding how and when ERI boosts the risk of workplace bullying. Accordingly, early intervention designed to buffer the negative effects of ERI should focus on increasing individual levels of organizational identification.
工作条件不足的工作环境已被广泛认为特别容易发生和加剧欺凌行为。因此，这项纵向研究旨在探讨努力-回报失衡（ERI）对工作场所欺凌的影响是否通过对组织正义的较低感知来介导，以及 ERI 和对正义的感知之间的关联是否受到组织认同的调节。在当前的研究中，一个由来自不同职业领域的 N=195 名西班牙员工组成的样本在两个不同的时间点填写了一份在线问卷，时间间隔为 8 个月。与假设的有调节的中介模型一致，结果表明组织正义中介了 ERI 对工作场所欺凌的影响。此外，对于组织认同度低的员工，感知到的 ERI 对组织正义的影响更强。总的来说，这项研究有助于更好地理解 ERI 如何以及何时增加工作场所欺凌的风险。因此，旨在缓冲 ERI 负面影响的早期干预措施应侧重于提高个体的组织认同度。
