工作单位存在报告的欺凌现象时，未受欺凌的同事的劳动力市场隶属关系。

Labour market affiliation among non-bullied colleagues at work units with reported bullying.

机构信息

Department of Public Health, University of Copenhagen, Øster Farimagsgade 5, 1014, Copenhagen K, Denmark.

The National Research Centre for the Working Environment, Copenhagen, Denmark.

出版信息

Int Arch Occup Environ Health. 2021 Apr;94(3):547-556. doi: 10.1007/s00420-020-01604-8. Epub 2020 Nov 14.

DOI:10.1007/s00420-020-01604-8

PMID:33188448

Abstract

AIM

This study investigates if non-bullied employees in Work units (WUs) where bullying occur, are more prone to leave the WUs than employees in WUs with no bullying, and if the prevalence of workplace bullying had an impact on leaving the WUs. Leaving the workplace was defined by unemployment or change of workplace at follow-up.

METHODS

We had data from 8326 Danish public health invited employees from 302 WUs. Of these 3036 responded to a questionnaire on working conditions and health in 2007. WUs were classified into three categories of WUs: (1) no bullying (0% bullied), (2) moderate prevalence of bullying (< 10% bullied), and (3) high prevalence of bullying (≥ 10% bullied). Bullied respondents were used to classify the WUs and excluded in the analyses.

RESULTS

We found odds ratios (ORs) for unemployment 1 year later of 1.27 [95% CI 0.69-2.37] in WUs with moderate prevalence of bullying and 1.38 [95% CI 0.85-2.23] among employed in WUs with high prevalence of bullying, adjusted for size of WUs, age, sex, and job category. For turnover 1 year later the ORs were 1.27 [95% CI 0.78-2.15] and 1.46 [95% CI 0.99-2.15] in WUs with moderate and high prevalence of bullying, respectively.

CONCLUSION

We did not find that non-bullied employees leave the WUs with moderate and high prevalence of bullying more than employees in WUs with no bullying behaviour 1 year later. Leaving the workplace tended to be higher among employees in WUs with high prevalence of bullying compared to no and moderate bullying.

摘要

目的

本研究旨在调查在发生欺凌的工作单位（WU）中，未受欺凌的员工是否比无欺凌的 WU 中的员工更容易离开 WU，以及工作场所欺凌的普遍程度是否对离开 WU 产生影响。离开工作场所的定义为失业或随访时更换工作场所。

方法

我们从 302 个 WU 的 8326 名丹麦公共卫生邀请员工中获得了数据。其中 3036 人在 2007 年对工作条件和健康状况进行了问卷调查。将 WU 分为三类：（1）无欺凌（0%被欺凌），（2）中度欺凌流行（<10%被欺凌），和（3）高度欺凌流行（≥10%被欺凌）。受欺凌的受访者用于对 WU 进行分类，并在分析中排除。

结果

我们发现，在中度欺凌流行的 WU 中，1 年后失业的比值比（OR）为 1.27（95%CI 0.69-2.37），在高度欺凌流行的 WU 中，受雇于的 OR 为 1.38（95%CI 0.85-2.23），调整了 WU 的规模、年龄、性别和工作类别。对于 1 年后的人员流动，中度和高度欺凌流行的 WU 的 OR 分别为 1.27（95%CI 0.78-2.15）和 1.46（95%CI 0.99-2.15）。