领导者作为工作场所欺凌的目标 - 流行率和结果
Morten Birkeland Nielsen1,2, Mariama Cham Evensen3, Sana Parveen3
1National Institute of Occupational Health, PB 8149 Dep, Oslo, N-0033, Norway. morten.nielsen@stami.no.
概括
领导者面临着与其他员工一样的职场欺凌风险. 干预措施应包括领导者作为一个易受伤害的群体,因为他们的工作满意度和抑郁症同样受到欺凌的影响.
科学领域:
- 组织心理学 组织心理学
- 工作场所行为 工作场所行为
- 领导力研究 领导力研究
背景情况:
- 对领导者的欺凌仍然是组织研究中研究不足的领域.
- 了解领导者在职场欺凌方面所面临的独特挑战,对于有效的组织干预至关重要.
研究的目的:
- 为了确定领导者所经历的欺凌的普遍性.
- 检查领导职位是否会改变欺凌对工作满意度和抑郁症的影响.
主要方法:
- 使用了两项挪威调查:一个678名社会工作者的横截面样本和一个1608名雇员的全国代表样本.
- 用6个月的时间延迟对员工样本进行了纵向分析,以评估随时间的变化.
主要成果:
- 正式的领导职位没有影响受到欺凌的初始风险.
- 领导者显示,随着时间的推移,欺凌的增加略有增加,尽管影响很小.
- 领导地位通常不会调节欺凌暴露与工作满意度或抑郁等结果之间的关系.
结论:
- 领导者不受欺凌的保护,并且与非领导者一样受到影响.
- 组织的反欺凌策略必须承认领导者是关键的风险群体,与所有员工一起.
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