Cárdenas-Miyar Alfonso, Cantero-Sánchez Francisco J, León-Rubio José M, Orgambídez-Ramos Alejandro, León-Pérez Jose M
Department of Social Psychology, Universidad de Sevilla, 41004 Sevilla, Spain.
Department of Social Psychology, Universidad de Malaga, 29071 Malaga, Spain.
Behav Sci (Basel). 2024 Sep 16;14(9):824. doi: 10.3390/bs14090824.
A person can experience cyberbullying at work when exposed to repetitive and intrusive negative acts facilitated by new information and communication technologies (ICTs). The incidence of workplace cyberbullying has rapidly increased following the COVID-19 pandemic. This issue does not arise in isolation; leadership plays a critical role. Leaders who fail to set clear rules and provide minimal supervision may exacerbate interpersonal conflicts among subordinates. This study explores the role of laissez-faire leadership and interpersonal conflicts on workplace cyberbullying from a gender perspective. A two-wave panel study was conducted ( = 1995; 53.6% women; M age = 42.02 years old; SD = 9.23; age range: 18-74 years old). Our findings indicate no direct relationship between laissez-faire leadership and workplace cyberbullying; however, there is a significant indirect relationship. Laissez-faire leadership is associated with a higher frequency of interpersonal conflicts, which in turn are related to cyberbullying, making interpersonal conflicts a mediator. Additionally, gender moderates the relationship between interpersonal conflicts and workplace cyberbullying. Our results suggest that interpersonal conflicts may increase exposure to cyberbullying, particularly for men under laissez-faire leadership. These findings have managerial implications for introducing tailored interventions to prevent workplace cyberbullying.
当一个人接触到由新信息和通信技术（ICTs）促成的重复性和侵扰性负面行为时，就可能在工作中遭受网络欺凌。自新冠疫情以来，工作场所网络欺凌的发生率迅速上升。这个问题并非孤立出现；领导起着关键作用。未能制定明确规则并提供最少监督的领导可能会加剧下属之间的人际冲突。本研究从性别角度探讨了放任型领导和人际冲突在工作场所网络欺凌中的作用。进行了一项两阶段的面板研究（n = 1995；53.6%为女性；平均年龄 = 42.02岁；标准差 = 9.23；年龄范围：18 - 74岁）。我们的研究结果表明，放任型领导与工作场所网络欺凌之间没有直接关系；然而，存在显著的间接关系。放任型领导与更高频率的人际冲突相关，而人际冲突又与网络欺凌相关，这使得人际冲突成为一个中介变量。此外，性别调节了人际冲突与工作场所网络欺凌之间的关系。我们的结果表明，人际冲突可能会增加遭受网络欺凌的风险，特别是对于处于放任型领导下的男性。这些发现对于引入针对性干预措施以预防工作场所网络欺凌具有管理意义。
