Department of Personality, Assessment and Psychological Treatment, Faculty of Psychology, University of Valencia, 46010-Valencia, Spain.
Int J Environ Res Public Health. 2020 Oct 18;17(20):7566. doi: 10.3390/ijerph17207566.
The aim of the study is to evaluate the effects of a workplace bullying intervention based on the training of middle managers regarding bullying awareness, the consequences of bullying, strategies in conflict resolution and mediation/negotiation abilities. Overall, 142 randomly selected middle managers participated in the study. First, participants completed an information record and two scales assessing and . The last two scales were completed again in a second phase three months after the intervention had finished. The intervention produced a decrease in the following bullying strategies: and , with all of the mentioned bullying strategies being suffered by part of the sample. In addition, the decreased in the group which received the intervention. Moreover, the decrease in the effects of the bullying strategy was especially important in managers with higher responsibilities within the workplace. Results are discussed in the framework that (1) leadership practices and, more specifically, conflict resolution skills are strongly responsible for bullying at work; and (2) the importance of intervening in the early stages of the bullying process as a key element in the correction, but also as a potential prevention element, of bullying in the workplace.
本研究旨在评估一项基于中层管理者培训的工作场所欺凌干预的效果，培训内容涉及欺凌意识、欺凌后果、冲突解决策略以及调解/谈判能力。共有 142 名随机抽取的中层管理者参与了这项研究。首先，参与者填写了一份信息记录表和两份评估 和 的量表。在干预结束三个月后的第二阶段，参与者再次填写了后两个量表。干预措施降低了以下欺凌策略的使用： 和 ，所有提到的欺凌策略都有部分样本经历过。此外，接受干预的组的 也有所下降。此外，对于在工作场所中承担更高责任的管理者来说， 策略效果的降低尤其重要。研究结果在以下两个方面进行了讨论：（1）领导实践，特别是冲突解决技能，是工作场所欺凌的主要原因；（2）在欺凌过程的早期阶段进行干预，不仅是纠正欺凌行为的关键因素，也是预防工作场所欺凌的潜在因素。
