Department of Education and Psychology, University of Aveiro, Portugal.
Department of Education and Psychology, University of Aveiro, Portugal; Center for Health Technology and Services Research (CINTESIS), Department of Education and Psychology, University of Aveiro, Portugal.
Psychol Rep. 2021 Jun;124(3):929-976. doi: 10.1177/0033294119875598. Epub 2021 Mar 30.
Psychological aggression perpetrated by customers, coworkers, and supervisors is a behavior frequently experienced in the workplace with negative consequences for an individual's health. The aim of this systematic review was to examine the personal outcomes of overt workplace psychological aggression and summarize empirical evidence on how to prevent and reduce its effects. A search on PubMed, Scopus, ProQuest, and Web of Science electronic databases was made. Data were obtained from 30 studies (26 cross-sectional, 3 longitudinal, 1 quasi-experimental) representing 20,683 employees. Longitudinal studies indicated that workplace psychological aggression is significantly associated with musculoskeletal injury and psychological strains (anxiety, depression, anger) over time. Research also suggests that psychological aggression at work predicts fear, emotional exhaustion, depersonalization, personal accomplishment, and physical symptoms, for example. Additionally, the information collected suggested that support from coworkers, supervisors, and management; informational support; political skills; job resources; and confidence to prevent and respond to aggression moderate significantly the impact of workplace psychological aggression on personal and organizational outcomes. Perceptions of a violence-prevention climate, aggression-preventive supervisor behavior, and aggression-preventive employee effort are also significantly associated with a reduction in psychological aggression at work and strains. In conclusion, this review allows us to understand the effects of the psychological aggression by identifying the preventive strategies that could be adopted by managers, supervisors, or leaders to deal with it and promote individual's health in the workplace.
顾客、同事和上司的心理侵犯是工作场所中经常发生的行为，对个人的健康有负面影响。本系统评价的目的是检查公开的工作场所心理侵犯对个人的后果，并总结有关如何预防和减少其影响的实证证据。在 PubMed、Scopus、ProQuest 和 Web of Science 电子数据库中进行了搜索。从 30 项研究（26 项横断面研究、3 项纵向研究、1 项准实验研究）中获得了数据，这些研究代表了 20683 名员工。纵向研究表明，随着时间的推移，工作场所心理侵犯与肌肉骨骼损伤和心理压力（焦虑、抑郁、愤怒）显著相关。研究还表明，工作场所心理侵犯可预测恐惧、情绪耗竭、去人性化、个人成就感和身体症状等。此外，收集的信息表明，同事、主管和管理层的支持；信息支持；政治技能；工作资源；以及预防和应对侵犯的信心，显著调节了工作场所心理侵犯对个人和组织结果的影响。对暴力预防氛围的感知、预防侵犯的主管行为以及预防侵犯的员工努力也与工作场所心理侵犯和压力的减少显著相关。总之，本综述通过确定经理、主管或领导者可以采用的预防策略，来理解心理侵犯的影响，以处理它并促进员工在工作场所的健康。
