Hamel Jean-Félix, Iodice Pierpaolo, Radic Klara, Scrima Fabrizio
Centre de Recherche sur les Fonctionnements et les Dysfonctionnements Psychologiques (CRFDP) (UR7475), University of Rouen Normandy, Rouen, France.
Centre d'Études des Transformations des Activités Physiques et Sportives (CETAPS) (UR3832), University of Rouen Normandy, Rouen, France.
Front Psychol. 2023 Feb 23;14:1112864. doi: 10.3389/fpsyg.2023.1112864. eCollection 2023.
Using the Job Demands-Resources model, this study investigates workplace attachment styles as predictors of work engagement and moderators of the well-established disengaging effect of workplace bullying. As a personal resource, we hypothesized that secure workplace attachment would foster work engagement, whereas both types of insecure workplace attachment (i.e., avoidant and preoccupied) would do the opposite. Previous work also led us to expect the relationship between workplace bullying and engagement to be stronger when targets expect it to act as job resource (i.e., secure workplace attachment) and weaker when their working model is consistent with workplace aggression-i.e., reverse buffering effects. Using the PROCESS macro, we tested these hypotheses in a convenience sample of French office employees ( = 472) who completed an online survey. Secure workplace attachment was associated with higher work engagement while insecure workplace attachment and bullying perceptions related negatively with work engagement. Supporting our hypotheses, feeling exposed to workplace bullying was most associated with disengagement in employees with a secure workplace attachment style and less so in others. Far from recommending insecure bonds as protection, our results rather highlight the need to prevent all forms of workplace aggression, thereby allowing employees to rely on their work environment as a job resource.
本研究运用工作要求-资源模型，探究职场依恋风格作为工作投入的预测因素以及职场霸凌既定的脱离接触效应的调节因素。作为一种个人资源，我们假设安全的职场依恋会促进工作投入，而两种不安全的职场依恋类型（即回避型和痴迷型）则会起到相反作用。先前的研究还使我们预期，当目标对象期望职场霸凌充当工作资源（即安全的职场依恋）时，职场霸凌与工作投入之间的关系会更强；而当他们的工作模式与职场攻击行为一致时，这种关系会更弱，即反向缓冲效应。我们使用PROCESS宏，在一个由472名法国办公室员工组成的便利样本中对这些假设进行了检验，这些员工完成了一项在线调查。安全的职场依恋与更高的工作投入相关，而不安全的职场依恋和对霸凌的认知与工作投入呈负相关。支持我们的假设的是，感觉到遭受职场霸凌与安全职场依恋风格的员工的工作脱离接触最为相关，而在其他员工中则不然。我们的研究结果远非推荐不安全的关系作为一种保护，而是更加强调需要预防所有形式的职场攻击行为，从而使员工能够将其工作环境作为一种工作资源加以依赖。
