Department of Social Psychology and Quantitative Psychology, University of Barcelona, 08035 Barcelona, Spain.
Department of Work and Organizational Psychology, Behavioral Science Institute of Radboud University, 6500 HE Nijmegen, The Netherlands.
Int J Environ Res Public Health. 2022 Mar 20;19(6):3699. doi: 10.3390/ijerph19063699.
Although job-related work environment studies found associations to workplace bullying perpetration, little work with longitudinal designs has been conducted on broader organizational measures, which may help design effective interventions for perpetration. Using a three-wave longitudinal design and drawing on Conservation of Resources Theory, we investigated whether organizational trust and justice predicted perpetration six months later. The sample consisted of 2447 employees from Spain and Turkey from various industries, such as services, manufacturing, and education. We also investigated whether physical and psychological health explained the relationship between organizational trust, justice, and perpetration. The results indicated that, in three months, organizational justice negatively predicted psychological and physical health deterioration, while unexpectedly, organizational trust positively predicted the same. Health conditions did not predict perpetration, in three months, while organizational conditions did not predict perpetration directly or indirectly in six months. Assessing and improving organizational trust and justice practices may help employee health improve over time. As organizational trust, justice, and health status are significantly related to current perpetration incidents, assessments of these subjects may be instrumental in identifying possible current perpetration phenomena.
虽然与工作相关的工作环境研究发现了与工作场所欺凌行为之间的关联，但很少有使用纵向设计的研究涉及更广泛的组织措施，而这些措施可能有助于设计有效的欺凌行为干预措施。本研究使用三波纵向设计，并借鉴资源保存理论，调查了组织信任和公正是否可以预测六个月后的欺凌行为。该样本由来自西班牙和土耳其的来自服务业、制造业和教育等不同行业的 2447 名员工组成。我们还调查了身体健康和心理健康是否可以解释组织信任、公正和欺凌行为之间的关系。结果表明，在三个月内，组织公正负向预测了身体健康和心理健康恶化，而出乎意料的是，组织信任正向预测了相同的结果。健康状况在三个月内没有预测欺凌行为，而组织状况在六个月内也没有直接或间接预测欺凌行为。评估和改善组织信任和公正实践可能有助于员工的健康随着时间的推移而改善。由于组织信任、公正和健康状况与当前的欺凌行为事件显著相关，因此对这些主题的评估可能有助于识别当前可能存在的欺凌行为现象。
