Kukreja Priyam, Pandey Jatin
Organizational Behaviour and Human Resource Management Area, Indian Institute of Management Indore, Indore, India.
Front Psychol. 2023 Mar 30;14:1099485. doi: 10.3389/fpsyg.2023.1099485. eCollection 2023.
Gaslighting is a form of abuse that has transgressed the realms of romantic relationships to the relationships at work. Despite the growing literature on abuse at work, the conceptualization and measurement of gaslighting at work have received scarce attention. The study aimed to address this existing lacuna in the literature by conceptualizing and developing a measure of gaslighting at work.
By drawing upon and integrating existing works of literature on harmful leader behaviors, workplace abuse, and workplace mistreatment, the authors have conceptualized the concept of gaslighting in a new context, i.e., work settings, and delineated its dimensions and conceptual boundaries. Among three different samples (total = 679) of employees, the study developed a new 12-item measure of gaslighting in work relationships, the Gaslighting at Work Questionnaire (GWQ). The study further tested the psychometric properties of GWQ, namely, internal consistency, face, and construct validity of GWQ. Additionally, a time-lagged study was used to validate the scale within a nomological net of conceptual relationships.
Exploratory and confirmatory factor analysis supported a two-dimensional structure of gaslighting at work (trivialization and affliction). The psychometric properties of GWQ were established. Finally, using a time-lagged study, the scale was validated within a nomological net of conceptual relationships by showing the relationship of gaslighting at work with role conflict and job satisfaction.
The GWQ scale offers new opportunities to understand and measure gaslighting behaviors of a supervisor toward their subordinates in the work context. It adds to the existing literature on harmful leader behaviors, workplace abuse, and mistreatment by highlighting the importance of identifying and measuring gaslighting at work.
煤气灯效应是一种虐待形式，已从浪漫关系领域蔓延到工作关系中。尽管关于职场虐待的文献越来越多，但工作场所煤气灯效应的概念化和测量却很少受到关注。本研究旨在通过对工作场所煤气灯效应进行概念化并开发一种测量方法，来填补文献中的这一空白。
通过借鉴和整合关于有害领导行为、职场虐待和职场不当对待的现有文献，作者在新的背景下，即工作环境中，对煤气灯效应的概念进行了概念化，并界定了其维度和概念边界。在三个不同样本（共679名）的员工中，该研究开发了一种新的12项工作关系中煤气灯效应测量工具，即工作场所煤气灯效应问卷（GWQ）。该研究进一步测试了GWQ的心理测量特性，即GWQ的内部一致性、表面效度和结构效度。此外，还进行了一项时间滞后研究，以在概念关系的理论网络中验证该量表。
探索性和验证性因素分析支持了工作场所煤气灯效应的二维结构（轻视和折磨）。确立了GWQ的心理测量特性。最后，通过时间滞后研究，该量表在概念关系的理论网络中得到了验证，表明工作场所煤气灯效应与角色冲突和工作满意度之间的关系。
GWQ量表为理解和测量工作环境中主管对下属的煤气灯效应行为提供了新的机会。它通过强调识别和测量工作场所煤气灯效应的重要性，为关于有害领导行为、职场虐待和不当对待的现有文献增添了内容。
