组织霸凌因果整合模型研究

发布时间：2018-06-27 12:11

  本文选题：过激行为 + 整合模型　； 参考：《领导科学》2017年10期

【摘要】：正组织霸凌是指组织中频繁发生的骚扰、侵犯、孤立等负向影响其他组织成员身心健康和工作生活等的现象,具有频发性、持续性、敌对性以及权力失衡等特征。组织霸凌不仅包括散播流言蜚语、讽刺挖苦、隐瞒信息、恶意排斥以及沉默对待等不易察觉的微妙行为,也包括辱骂嘲笑、强迫离职、暴力侵犯等显性过激行为。这些行为既可能来自工作上的超负荷、严厉斥责以及严密监控等负向伤害,也可能来自与个体有关的贬低、诋毁和侵犯等人身攻击。组织霸凌因行为的隐秘性和微妙性而与明显外露的职场暴力存在明显区别。正因其不易察觉性和潜在伤害性,更应引起足够重视。
[Abstract]:Bullying is a phenomenon that frequently occurs in the organization, such as harassment, aggression, isolation and other negative effects on the physical and mental health and work life of other organization members, with the characteristics of frequent occurrence, persistence, hostility and power imbalance. Organizing bullying includes not only imperceptible subtleties such as spreading gossip, sarcasm, withholding information, malicious ostracism and silent treatment, but also explicit excesses such as taunts, forced departures, and violent assaults. These actions may come from negative injuries such as overwork, harsh reprimand and close monitoring, as well as personal attacks related to individuals, such as denigration, denigration and aggression. Organizational bullying is distinct from explicit workplace violence because of its secrecy and subtlety. Because of its imperceptible and potential harm, it should be paid more attention.
【作者单位】： 中国矿业大学管理学院;青岛大学公共卫生学院;
【基金】：国家自然科学基金项目“煤矿安全心理生态的交互结构;演化机理与引导政策研究”(项目编号:71473248)的阶段性成果
【分类号】：C936
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本文编号：2073877