Chang Yu-Chia, Huang Shi-Ting, Wang Chih-Chun, Yang Cheng-Chia
Department of Long Term Care, National Quemoy University, No. 1, University Rd, Kinmen County, 892009, Taiwan ROC.
Department of Nursing, Asia University Hospital, No. 500, Lioufeng Rd., Wufeng, Taichung, 41354, Taiwan ROC.
BMC Nurs. 2025 Mar 6;24(1):254. doi: 10.1186/s12912-025-02888-2.
Workplace bullying is a problem that can occur in any occupation or organization and is a stressful and negative experience for employees; resilience helps employees to better resist workplace bullying. The purpose of this study was to examine whether resilience moderates the effects of workplace bullying on job performance and to determine whether this moderating effect differs between three types of bullying: personal, work-related, and physical bullying.
A self-administered, paper-based questionnaire was distributed to full-time nurses at three regional hospitals in Taiwan. Cross-sectional data on workplace bullying behaviors, resilience and job performance were collected from 422 nurses using a questionnaire survey. Data were collected using the Job Performance Scale, the Negative Acts Questionnaire, and the Resilience Scale (CD-RISC-10), and the resulting data were analyzed using SPSS 21 and the PROCESS macro.
Resilience moderated the positive relationship between personal, physical bullying and job performance (b = .11, p < .05; b = .17, p < .05), but did not moderate the effects of work-related bullying.
The findings of this study highlight the need for organizations to be proactive in preventing work-related bullying and to promote and enhance individual resilience. Managers need to be aware of the detrimental effects of work-related bullying, which can damage employees' physical and mental health and contribute to workplace toxicity.
职场霸凌是一个可能发生在任何职业或组织中的问题，对员工来说是一种压力大且负面的经历；心理韧性有助于员工更好地抵御职场霸凌。本研究的目的是检验心理韧性是否会调节职场霸凌对工作绩效的影响，并确定这种调节效应在三种霸凌类型（个人霸凌、工作相关霸凌和身体霸凌）之间是否存在差异。
向台湾地区三家区域医院的全职护士发放了一份纸质自填式问卷。通过问卷调查从422名护士那里收集了关于职场霸凌行为、心理韧性和工作绩效的横断面数据。使用工作绩效量表、负面行为问卷和心理韧性量表（CD-RISC-10）收集数据，并使用SPSS 21和PROCESS宏对所得数据进行分析。
心理韧性调节了个人霸凌、身体霸凌与工作绩效之间的正向关系（b = .11，p < .05；b = .17，p < .05），但未调节工作相关霸凌的影响。
本研究结果凸显了组织积极预防工作相关霸凌以及促进和增强个人心理韧性的必要性。管理者需要意识到工作相关霸凌的有害影响，这种霸凌会损害员工的身心健康并导致工作场所的不良氛围。
