Relationships between bullying, psychosocial work environment and individual stress reactions
Relationships between bullying, psychosocial work environment and individual stress reactions
复制标题
DOI：
10.1080/02678370412331319794
复制
发表时间：
2004-10-01
期刊：
影响因子：
6.1
通讯作者：
Mikkelsen, EG
中科院分区：
文献类型：
--
作者：
Agervold, M;Mikkelsen, EG
人们常常认为，不良的社会心理工作环境会造成鼓励欺凌的条件。然而，很少有研究探讨了这一假设，同时比较了在同一组织和/或部门工作的受欺负和非受欺负员工的工作环境评级。因此，本研究的目的是，第一，调查欺凌和其他心理社会工作环境因素之间的关系，在一个特定的组织环境，第二，调查是否欺负员工报告的压力比非欺负员工更高的水平。来自丹麦一家制造公司的186名蓝领员工参与了这项研究（回复率为93%）。结果显示，受欺负和非受欺负员工的心理社会因素，如工作控制，管理风格，角色清晰度，社会气候，社会接触和工作中心性的评分显着差异。为了调查不良的社会心理工作环境会创造鼓励欺凌的条件的假设，一些分析将公司的制造部门与高，中或低欺凌水平进行了比较。结果显示出显着的部门差异。然而，当被欺负的员工被从统计分析中删除时，关于感知的心理社会环境，这些相同的部门只能根据额定的工作要求和管理风格来区分。因此，研究结果对普遍不良的工作环境会导致欺凌的假设提出了质疑。尽管如此，他们确实表明，管理风格可能直接或间接地导致了更高程度的欺凌行为。此外，受欺负的员工比未受欺负的员工报告了更多的心理压力和精神疲劳症状。
It is frequently assumed that a poor psychosocial working environment will create conditions that encourage bullying. However, few studies have examined this assumption while comparing work environment ratings of bullied and non-bullied employees who work in the same organization and/or department. The objectives of this study were therefore, first, to investigate relationships between bullying and other psychosocial work environment factors within a particular organizational setting and, second, to investigate if bullied employees reported higher levels of stress than non-bullied employees. A total of 186 blue-collar employees from a Danish manufacturing company participated in the study ( response rate of 93%). Results showed significant differences in bullied and non-bullied employees' ratings of psychosocial factors such as job control, management style, role clarity, social climate, social contact and work centrality. In order to investigate assumptions that a poor psychosocial work environment creates conditions that encourage bullying, a number of analyses compared the company's manufacturing departments with either high, medium or low levels of bullying. Results showed significant departmental differences. Yet, when bullied employees were removed from the statistical analyses, with regard to the perceived psychosocial environment these same departments could be differentiated only on the basis of rated job demands and management style. The results therefore bring into question the assumption that a generally poor work environment contributes to bullying. None the less, they do suggest that management style may directly or indirectly have contributed to a higher level of bullying. Also, bullied employees reported significantly more symptoms of psychological stress and mental fatigue than non-bullied employees.