Naseem Khalida, Ali Majid
Faculty of Economics and Management Sciences, School of Business and Management, Minhaj University Lahore, Lahore, Pakistan.
Department of Economics and Agri Economics PMAS-UAAR, University Rawalpindi, Rawalpindi, Pakistan.
Front Psychol. 2023 Mar 2;13:965835. doi: 10.3389/fpsyg.2022.965835. eCollection 2022.
This study addressed the human aspects of sustainable development in organizations by applying work demand resource theory and the main focus of the study is to investigate the negative aspects of workplace bullying on human's mental health. This study investigated how the work demand constraints play a role in increasing psychological distress among employees through the mediation of workplace bullying. This study also considers personality traits that play a role in preventing psychological distress resulting from workplace bullying.
The authors collected data by means of a self-administered questionnaire. The questionnaire was distributed among 1000 employees selected using a systematic sampling technique, patronized among three service sectors: the health sector, education sector, and forest department in the city of Lahore in Pakistan. The data was analyzed by employing Partial Least Square Structural Equation Modeling (PLS-SEM) using Smart PLS 3.3.3.
Results of this study reveal that work demand constraints (WDC) play a significant role in workplace bullying and impact increasing psychological distress. Personality traits play a moderating role between work demand constraints and workplace bullying behavior on the one hand and psychological distress on the other hand; however, openness to experiences was found to have a moderating relationship between work demand constraints and workplace bullying. Meanwhile, agreeableness and openness to experiences were found to have a moderating relationship between work demand constraints (WDC) and psychological distress.
This study also has practical implications for employers, such as providing psychological counseling, personality development training at the workplace etc. The relationship of work demand constraints with psychological distress and workplace bullying through direct and indirect moderating effects of personality traits in Pakistan's service sector are unique contributions of this study.
本研究通过应用工作需求-资源理论探讨了组织中可持续发展的人文因素，研究的主要重点是调查职场霸凌对人类心理健康的负面影响。本研究调查了工作需求限制如何通过职场霸凌的中介作用，在增加员工心理困扰方面发挥作用。本研究还考虑了在预防职场霸凌导致的心理困扰中起作用的人格特质。
作者通过自填式问卷收集数据。问卷分发给采用系统抽样技术选取的1000名员工，这些员工来自巴基斯坦拉合尔市的三个服务部门：卫生部门、教育部门和林业部门。使用Smart PLS 3.3.3通过偏最小二乘结构方程模型（PLS-SEM）对数据进行分析。
本研究结果表明，工作需求限制（WDC）在职场霸凌中起重要作用，并影响心理困扰的增加。人格特质一方面在工作需求限制与职场霸凌行为之间，另一方面在心理困扰之间起调节作用；然而，发现经验开放性在工作需求限制与职场霸凌之间存在调节关系。同时，发现宜人性和经验开放性在工作需求限制（WDC）与心理困扰之间存在调节关系。
本研究对雇主也具有实际意义，例如提供心理咨询、在工作场所进行人格发展培训等。本研究的独特贡献在于揭示了在巴基斯坦服务业中，工作需求限制通过人格特质的直接和间接调节作用与心理困扰及职场霸凌之间的关系。
