Özer Gülüm, Escartín Jordi
Institute of Psychiatry, Psychology & Neuroscience, King's College London, London SE5 8AF, UK.
Department of Social Psychology and Quantitative Psychology, Universidad de Barcelona, 08035 Barcelona, Spain.
Behav Sci (Basel). 2024 Aug 27;14(9):751. doi: 10.3390/bs14090751.
Research on workplace bullying from the perpetrators' perspective is limited, leading to few interventions tailored to them. This gap stems from insufficient understanding of how organisational conditions and individual dispositions trigger or amplify perpetrator behaviour. To develop effective interventions in preventing bullying, perceived organisational factors were examined. This study, guided by the Job Demands-Resources (JD-R) model and the three-way model of workplace bullying (WB), aims to explore the effects of perceived (im)balances in the task or employee focus, social atmosphere (positive or negative), and hierarchical structure (high or low) in organisations on the incidence of WB, both in terms of perpetrator and target experiences. The research involved 1044 employees from multiple Spanish organisations and sectors: 51.7% in services, 24.6% in education, 14.5% in wholesale and retail trade, and 9.2% in manufacturing. The average age of participants was 35.43 years (SD = 10.9), with a female majority of 61.3%. Using a cross-sectional study design, the experiences of being a target and perpetrator were quantitatively assessed through validated WB target and perpetrator scales. Additionally, the study qualitatively examined employees' perceptions of their organisational context through free descriptions, using adjectives to depict their views. Correspondence analysis was employed to test the hypotheses, and the results affirmed them. The study found that perceived imbalances in organisational focus, social atmosphere, and hierarchy correlate with higher WB target and perpetrator reports, whereas balanced atmospheres correlate with no WB. This research underscores the significance of balanced organisational contexts in mitigating WB. It highlights a gap in the current literature regarding the broader organisational factors that influence bullying and advocates for a more in-depth understanding of these dynamics. Furthermore, it contributes to the existing body of knowledge by offering a comprehensive and harmonised approach to preventing WB, transcending isolated interventions.
从霸凌者角度对职场霸凌的研究有限，导致针对他们的干预措施很少。这一差距源于对组织条件和个人性格如何引发或加剧霸凌者行为的理解不足。为了制定有效的预防霸凌干预措施，研究了感知到的组织因素。本研究以工作需求-资源（JD-R）模型和职场霸凌三元模型为指导，旨在探讨组织中任务或员工关注、社会氛围（积极或消极）以及层级结构（高或低）方面感知到的（不）平衡对职场霸凌发生率的影响，包括霸凌者和受害者的经历。该研究涉及来自西班牙多个组织和部门的1044名员工：服务业占51.7%，教育业占24.6%，批发和零售业占14.5%，制造业占9.2%。参与者的平均年龄为35.43岁（标准差 = 10.9），女性占多数，为61.3%。采用横断面研究设计，通过经过验证的职场霸凌受害者和霸凌者量表对成为受害者和霸凌者的经历进行了定量评估。此外，该研究通过自由描述，使用形容词来描述他们的看法，对员工对其组织环境的认知进行了定性研究。采用对应分析来检验假设，结果证实了这些假设。研究发现，组织关注、社会氛围和层级方面感知到的不平衡与更高的职场霸凌受害者和霸凌者报告相关，而平衡的氛围与无职场霸凌相关。这项研究强调了平衡的组织环境在减轻职场霸凌方面的重要性。它凸显了当前文献在影响霸凌的更广泛组织因素方面的差距，并主张更深入地理解这些动态。此外，它通过提供一种全面且协调一致的预防职场霸凌方法，超越了孤立的干预措施，为现有知识体系做出了贡献。
