劳动关系视角的职场欺负研究——一种研究范式的转换

发布时间：2018-03-20 18:10

本文选题：职场欺负　切入点：劳动关系　出处：《中国劳动关系学院学报》2017年04期 　论文类型：期刊论文

【摘要】：传统基于功能主义范式的职场欺负研究往往以社会心理学为主要研究视角,将职场欺负看作是个体之间的人际问题,关注于个体特征和工作特征的诱发作用,忽视了组织变革、雇佣制度等组织和劳动关系层面的因素对职场欺负的影响,因而现有的干预政策和措施的实际效果并不明显。而基于批判管理范式和后现代主义范式的劳动关系视角认为,存在"欺负型组织",制度性权力和组织外显的控制途径对职场欺负行为有诱发作用,并且雇主和人力资源管理部门的干预意愿对现有干预措施的有效性有重要影响。这一视角运用跨学科、情景分析的方法揭示了新型劳动关系下职场欺负的产生机制,为进一步制定、实施有效的政策和措施减少职场欺负的发生,提供了新的研究范式架构。
[Abstract]:The traditional study of workplace bullying based on functionalist paradigm often takes social psychology as the main research perspective, regards workplace bullying as a interpersonal problem between individuals, pays attention to the inducement of individual characteristics and job characteristics, and neglects organizational change. The influence of employment system and labor relation factors on workplace bullying, therefore, the actual effect of existing intervention policies and measures is not obvious, but based on critical management paradigm and post-modernism paradigm of labor relations perspective, The existence of "bullying organization", institutional power and organization explicit control of the role of workplace bullying, Moreover, the willingness of employers and human resource management departments to intervene has an important impact on the effectiveness of existing intervention measures. This perspective reveals the mechanism of workplace bullying under the new labor relationship by using interdisciplinary, situational analysis methods. In order to further develop and implement effective policies and measures to reduce the occurrence of workplace bullying, a new research paradigm framework is provided.
【作者单位】：南开大学滨海学院法政学系;南开大学旅游与服务学院;
【基金】：国家社科基金面上项目(项目编号:12BSHO57) 天津市社科规划项目(项目编号:TJGL13-005)的研究成果
【分类号】：F246

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