National Research Centre for the Working Environment, Lersoe Parkalle 105, 2100, Copenhagen, Denmark.
Department of Psychology, University of Copenhagen, Copenhagen, Denmark.
Int Arch Occup Environ Health. 2019 Oct;92(7):941-948. doi: 10.1007/s00420-019-01428-1. Epub 2019 Apr 13.
To investigate whether self-reported exposure to workplace bullying predicts the risk of disability pensioning among employees in two occupational groups-(1) employees working with clients or customers and (2) office workers and manual workers-and whether leadership support and occupational group moderates that association.
Survey data from 24,538 employees (112,889 person years) were fitted to a national register containing information on disability-pension payments. Using multi-adjusted Cox-regression analysis, observations were followed in the register to assess the risk of disability pensioning. The average follow-up time was 4.6 years (standard deviation [SD] = 1.5).
Self-reported exposure to workplace bullying predicted an increased risk of disability pensioning (hazard ratio [HR] = 1.46; 95% confidence interval [CI]: 1.15-1.86). This association was moderated by leadership support: the association between workplace bullying and disability pensioning was significantly different for respondents who reported low leadership support (HR = 1.97; 95% CI: 1.38-2.80) compared to respondents who reported medium (HR = 1.03; 95% CI: 0.60-1.76) or high leadership support (HR = 1.08; 95% CI: 0.60-1.95). Further analyses showed similar associations between workplace bullying and the risk of disability pensioning among the two occupational groups.
Self-reported workplace bullying increases the risk of disability pensioning, and this association is buffered by leadership support. Workplace bullying should be considered an important workplace stressor. This study indicates that workplaces may enhance worker retention by actively promoting measures to eliminate the occurrence of workplace bullying and to enhance leadership support.
调查员工在两个职业群体（1）与客户或顾客打交道的员工和（2）办公室职员和体力劳动者中，自我报告的工作场所欺凌暴露是否预测残疾抚恤金的风险，以及领导支持和职业群体是否调节这种关联。
利用来自 24538 名员工（112889 人年）的调查数据，与包含残疾抚恤金支付信息的国家登记册进行匹配。使用多调整的 Cox 回归分析，在登记册中对残疾抚恤金的风险进行观察。平均随访时间为 4.6 年（标准差[SD] = 1.5）。
自我报告的工作场所欺凌暴露预测残疾抚恤金的风险增加（危险比[HR] = 1.46；95%置信区间[CI]：1.15-1.86）。这种关联受到领导支持的调节：对于报告领导支持度低的受访者（HR = 1.97；95%CI：1.38-2.80），与报告领导支持度中（HR = 1.03；95%CI：0.60-1.76）或高（HR = 1.08；95%CI：0.60-1.95）的受访者相比，工作场所欺凌与残疾抚恤金之间的关联存在显著差异。进一步的分析表明，在这两个职业群体中，工作场所欺凌与残疾抚恤金风险之间存在类似的关联。
自我报告的工作场所欺凌增加了残疾抚恤金的风险，而这种关联受到领导支持的缓冲。工作场所欺凌应被视为一个重要的工作场所压力源。本研究表明，通过积极推动消除工作场所欺凌和增强领导支持的措施，工作场所可以提高员工的保留率。
