职场欺负的旁观者：角色、行为与影响机制

职场欺负作为一种消极人际行为, 会影响到与行为当事人双方处于同一生态系统的旁观者的身心健康, 而旁观者在职场欺负中的不同角色和行为(支持受欺者或实施者, 或袖手旁观)又会反过来影响职场欺负的发展态势。旁观者的公正道德观念及其对职场欺负的情绪体验, 通过社会交换和学习过程, 影响着他(或她)在职场欺负中的行为。     

工作场所的不文明行为

工作场所不文明行为违背人际相互尊重的原则, 为组织环境带来广泛的慢性危害, 但由于其表现形式温和、伤害意图不明显, 因而长期被人们所忽视。近年来, 和谐的工作环境成为各界关注的热点, 工作场所不文明行为也受到越来越多学者的关注。回顾国外研究, 对工作场所不文明行为的概念界定、测量工具、前因变量和影响结果进行了系统梳理, 在此基础上总结对制度设计和选拔培训的管理启示, 并提出测量本土化、机制情境化、层次群体化、视角动态化等未来研究方向。     

Sampling in research on interpersonal aggression

The aim of this study was to investigate the usefulness of convenience samples in research on interpersonal aggression among adults. It was hypothesised that convenience sampled targets of aggression differs from targets in general with regards to both demographic characteristics and degree of aggression exposed to. A convenience sample comprising support-seeking targets of workplace bullying was compared with a representative sample of Norwegian targets of bullying. The results showed that the two samples differed significantly on all demographic variables investigated, except gender. A far higher percentage of the convenience sample had blown the whistle on illegal, immoral or illegitimate practice at their workplace, whereas they also reported significantly more frequent and more intense exposure to aggression. The findings confirm that convenience samples have low external validity when generalising to the general population. Such samples should therefore mainly be used to investigate tendencies in, and the phenomenology of, interpersonal aggression, in studies where generalisability is not the principal objective.     

Effects of exposure to sex-stereotyped video game characters on tolerance of sexual harassment

The violent video game literature has previously not extended to the domain of violence against women. The current investigation tested the effects of exposure to sex-typed video game characters versus images of professional men and women on judgments and attitudes supporting aggression against women. Results showed experimental effects of short-term exposure to stereotypical media content on sexual harassment judgments but not on rape myth acceptance. A significant interaction indicated that men exposed to stereotypical content made judgments that were more tolerant of a real-life instance of sexual harassment compared to controls. Long-term exposure to video game violence was correlated with greater tolerance of sexual harassment and greater rape myth acceptance. This data contributes to our understanding of mass media’s role in socialization that supports violence against women.     

Contrast and Rater-Perspective Effects on Judgments of Sexual Harassment Severity: What He Thinks She Thinks,and Vice Versa

We looked at whether ratings biases can influence judgments people make about sexually harassing behaviors. Online participants (N = 176) read and rated the severity of complaint scenarios describing different incidents of alleged harassment. We manipulated: (1) contrast effects, by having people judge other, independent scenarios before judging a target scenario, and (2) rater-perspective effects, by having people judge from both a self- and then an opposite-gender perspective. For the former, we hypothesized that if judgments about harassment are qualitatively similar to judgments made in other areas (e.g., performance appraisal), they too should show contrast effects. For the latter, we hypothesized people would use stereotypes about the other gender, thereby overestimating the true (i.e., self-perspective driven) gender difference. Results supported both hypotheses, suggesting that decision makers should be aware of the possible influence of biases when judging whether behaviors constitute harassment.     

The theoretical and empirical links between bullying behavior and male sexual violence perpetration

Bullying experiences and male sexual violence (SV) perpetration are major public health problems, and while extant literature suggests that they may share some developmental correlates, there is no established empirical link between being a perpetrator or victim of bullying and SV perpetration in the literature. Nonetheless, some SV prevention programs in the U.S. include bullying prevention components for elementary and middle-school aged children. Research is needed to test the hypothesized links between bullying experiences and SV perpetration to determine whether bullying prevention programs are likely to prevent SV perpetration. The purpose of this paper is to present results from a review of research on each of these topics and to discuss the potential shared and unique risk and protective factors within a social-ecological framework. The paper concludes with suggested directions for future research.     

The status of the concept of intelligence

Psychometric studies have shown that “general intelligence” should be broken down into the ability to apply learned solutions to new problems (crystallized intelligence) and the ability to deal with novel intellectual problems (fluid intelligence). This distinction has been amplified upon by studies of individual differences in information processing. Crystallized intelligence depends on the problem-solving schema that people have acquired and upon their efficiency in accessing information in long-term memory. Fluid intelligence is associated with the ability to access and manage relatively large amounts of information in working memory. Measures of fluid and crystallized intelligence are important predictors of objectively measured workplace performance. Studies of actual and simulated workplaces have shown that this is largely due to differences in people's ability to manage information and the speed with which the details of a job can be grasped.     

The credibility of sexual abuse allegations: Child sexual abuse, adult rape, and sexual harassment

Allegations and denials of sexual abuse often occur in a context in which there is rarely decisive evidence. The present study investigated the credibility of allegations of three kinds of sexual abuse—child sexual abuse, adult rape, and sexual harassment—that also contained a denial by the alleged perpetrator. Perceptions of fair punishment were investigated for the perpetrator if he did actually commit these acts and for the accuser if she was lying. Results indicated that allegations were generally rated in the credible direction. Allegations of child sexual abuse were rated more credible than allegations of rape or sexual harassment. Females found all allegations more credible than males. Males were more likely to believe allegations in the child sexual abuse condition than either the rape or sexual harassment conditions. Females were more likely to believe sexual harassment allegations. Punishments were generally the most severe for child sexual abuse, and psychotherapy was a popular disposition for both perpetrators and those making false allegations.     

Workplace Perceptions of Veterans and Nonveterans in the Department of Veterans Affairs

Much has been written about veterans and their reintegration into civilian society, but little or no information is available about veterans’ workplace perceptions and how these might differ from those of nonveterans. The authors compared veterans’ and nonveterans’ attitudes about work (including job satisfaction aspects, perceptions of coworker interactions, supervisory support, and others) in the U.S. Department of Veterans Affairs (VA) based on responses to the organizational census, VA All Employee Survey (AES; N = 179,271). Based on differences in crude (unadjusted, but controlling for location) item odds ratios (range 0.65–1.08), compared to nonveterans, veterans scored modestly lower on most AES items. The authors show how controlling for demographics changes the relative size and, in some cases, the direction of the differences. This current study is 1 of only 2, to our knowledge, large-scale assessments of veterans’ workplace perceptions and the only 1 which controlled the results for demographic characteristics.     

社会自我效能感与工作幸福感和工作绩效的关系：职场排斥的中介作用

从资源保存理论出发,分析社会自我效能感与工作幸福感及工作绩效之间的关系,并检验职场排斥的中介作用。对188名员工及其上司进行问卷调查,结果显示员工的社会自我效能感与其感受到的职场排斥有显著负向关系;职场排斥与工作幸福感和工作绩效有显著负向关系;职场排斥在社会自我效能感与工作幸福感和工作绩效之间发挥中介作用。这表明高社会自我效能感的员工能够削弱受到的职场排斥,进而体验到更高的工作幸福感,并获得更好的工作表现。