Bullying at work: a discussion of definitions and prevalence, based on an empirical study

The past 15 years have witnessed a growing interest in studies of bullying in the area of work and organizational psychology, but the results of research on this topic seem to indicate very wide variations in the prevalence of bullying. The range of differences may be primarily due to the utilization of different categories and operationalizations of the concept. The aim of this study is to discuss definitions and delimitations of the phenomenon known as bullying, and to demonstrate empirically how the prevalence of bullying can be determined by the way in which it is defined and delimited. On the background of a discussion of some current definitions of bullying and a survey of some central research results on its rate of occurrence, this study presents the results of a study of 3,024 public-sector employees. The results showed that 1.0% of the sample reported that they had been bullied weekly during the previous six months, while 4.7% reported themselves as having been exposed to acts of bullying with the same frequency and for the same period of time. If we change the criteria from "weekly" to "2-3 times a month" the prevalences rise to 3.7% and 26.9%. Based on observations of bullying the prevalence is 3.3%. The results are discussed with reference to other studies that are comparable in terms of delimitations and rates of occurrence and it is concluded that the prevalence is at the same level as these.     

职场孤独感的前因与后果

职场孤独感是个体在工作场所中体验到的孤独感,包括情感和社交两个维度。在介绍其定义、结构和测量后,根据现有研究总结出职场孤独感的前因与后果。在群体层面上,职场孤独感的前因变量包括组织规模、地位和气氛;结果变量包括团队绩效、领导成员交换和团队成员交换。在个体层面上,职场孤独感的前因变量包括人格特征、职场排斥、工作倦怠、工作过载、经济地位和教育水平等;结果变量包括工作绩效、工作压力感、工作满意度、离职倾向和组织承诺等。     

Effect of Perceived Politics and Perceived Support on Bullying and Emotional Exhaustion: The Moderating Role of Type A Personality

Recognizing that bullying can occur in varying degrees of severity, the current study suggest the importance of individual traits in individual perceptions of being targets of bullying and ensuing emotional exhaustion. The present study extends the work environment hypothesis and trait activation theory by a joint investigation of the mediating role of (a) workplace bullying in linking perceived organization politics and perceived organization support with emotional exhaustion and (b) the moderating role of Type A behavioral pattern in influencing the mediation. Using a field sample of 262 employees working in different organizations of Pakistan, this study tested a moderated mediation model. Results were consistent with the hypothesized model, in that workplace bullying mediated the relationship of perceived organization politics and perceived organization support with emotional exhaustion. Type A behavior moderated the perceived politics—bullying, perceived support–bullying, and bullying—emotional exhaustion relationships. The mediation of bullying varied with levels of Type A behavior in these relationships.     

职场孤独感的形成原因与作用机理：基于调节匹配理论视角

随着组织广泛的信息技术运用、工作强度增加,员工之间面对面的、真诚的社交开始呈下降趋势。职场孤独感成了困扰员工的普遍问题,引起了企业管理实践界高度重视。通过综述已有文献,本文指出过往研究虽揭示了职场孤独感带来的消极影响效应并有效提高了组织对职场孤独问题的关注度,但尚未系统回答“如何预防与应对职场孤独感”。为了引导员工对职场孤独感的科学应对,本文认为有必要将员工视为能动的主角而非被动的承受者,并探讨职场孤独感与员工应对行为的关系,为如何应对职场孤独感提供建设性对策。 除此之外,为了更好地预防与遏制职场孤独感,有必要系统性地探讨职场孤独感的形成原因。综合过往研究,本文发现职场孤独感区别于其他消极情绪的核心在于：职场孤独感源自于高质量职场人际关系的缺失。与此观点对应的是,Wright和Silard （2021）认为当员工实际的职场人际关系未达到预期水平,员工会认为职场人际关系存在缺陷,产生孤独的体验。Wright和Silard （2021）的观点反映了职场孤独感是一种员工未实现期望社交目标而导致的心理体验。循此逻辑,本文采用与目标实现过程相关的调节匹配理论来解释职场孤独感的产生原因和影响机制,为预防和应对职场孤独感提供对策。以调节匹配理论为框架,本项目拟解决三个问题：（1）领导与下属的调节焦点（不）匹配如何通过影响领导成员交换,进而影响职场孤独感;（2）员工与团队的调节焦点（不）匹配如何通过影响团队成员交换,进而影响职场孤独感;（3）员工如何依据不同的团队调节氛围来选择社交应对策略,以及社交应对策略对员工绩效的影响。通过新颖的多项式回归分析与曲面响应分析方法,本文力求重构传统的职场孤独感的研究思路,为职场孤独感的产生机制提供新的研究视角。除此之外,本文首次将调节匹配理论引入职场孤独感的研究,系统性地分析了职场孤独感的产生和应对,呈现了职场孤独感现象在组织中的动态演化的过程与机制。     

情感事件视角下空气污染触发的消极情绪对工作场所环保行为的动态影响机制

摘要 鉴于当今空气污染问题日益严峻,如何激发员工的环保行为成为了各界关注的话题。本研究基于情感事件理论,从主动的视角来探讨人们在空气污染情境中产生消极情绪后的积极应对行为。运用经验取样法,对68名在职员工进行了为期14天的跟踪调查。研究发现：（1）个体每日因空气污染引发的消极情绪与每日的环保行为正相关;（2）风险感知和环保激情在个体因空气污染引发的消极情绪与环保行为之间存在链式中介作用;（3）调节焦点调节了个体每日因空气污染引发的消极情绪对每日的环保行为的影响,防御焦点弱化二者间的关系,而促进焦点的调节作用不显著。以上成果丰富了人们对空气污染触发的消极情绪动态影响机制的认识,为后续研究提供了良好的研究视角和基础,为企业可持续发展的经营管理提供了的实践启示。     

Sex Differences in Women's Mental Health Problems and Their Causes

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