Notelaers Guy, Törnroos Maria, Salin Denise
Department of Psychosocial Science, Faculty of Psychology, University of Bergen, Bergen, Norway.
Department of Management and Organization, Hanken School of Economics, Helsinki, Finland.
Front Psychol. 2019 Feb 25;10:386. doi: 10.3389/fpsyg.2019.00386. eCollection 2019.
Previous research shows that work environment factors are important antecedents of workplace bullying (WB), because of the stress they may induce. While previous studies have typically used Karasek's Job Demand-Control model or the Demands-Resources model, the present study investigates whether another important occupational stress model, that is the Effort-Reward Imbalance model, is also associated to WB. A survey study in 19 Belgian organizations ( = 5727) confirmed that employees experiencing an imbalance between efforts and reward were more likely to be targets of exposure to bullying. In line with previous research, this study illustrates that stressful situations increase the risk of exposure to WB. It shows that the perceived incongruence between effort and reward may increase employee vulnerability to bullying. The perceived injustice may lead employees to engage in norm-breaking behavior and also signal low social standing to others, thereby potentially eliciting negative behaviors from others.
先前的研究表明，工作环境因素是职场霸凌（WB）的重要前因，因为它们可能会引发压力。虽然先前的研究通常使用 Karasek 的工作需求-控制模型或需求-资源模型，但本研究调查了另一个重要的职业压力模型，即努力-回报失衡模型，是否也与职场霸凌有关。一项对19个比利时组织（n = 5727）的调查研究证实，经历努力与回报失衡的员工更有可能成为受霸凌的对象。与先前的研究一致，本研究表明，压力情境会增加遭受职场霸凌的风险。研究表明，努力与回报之间的感知不一致可能会增加员工遭受霸凌的易感性。这种感知到的不公正可能会导致员工做出违反规范的行为，也向他人表明其社会地位较低，从而可能引发他人的负面行为。
