组织霸凌的呈现形式及其差异性分析——基于员工感知的调查

发布时间：2018-05-14 05:14

本文选题：组织霸凌 + 感知差异性分析　；参考：《软科学》2017年01期

【摘要】：在对411名企业员工一对一访谈调查的基础上,基于因子分析以及单因素方差分析方法,探讨了员工感知到的组织霸凌伤害状况,分析了其在人口统计变量和组织/工作变量上的差异性。结果表明:组织霸凌的呈现形式主要包括领导公开霸凌、领导隐性霸凌、同事霸凌、组织歧视霸凌、工作分配霸凌5个维度;员工感知到的组织霸凌在人口统计变量与组织/工作变量上有显著差异。其中,受领导隐性霸凌伤害水平比较高的员工主要集中分布在已婚、低学历、组织规模比较小、工作年限为4至10年的群体中;感知到工作分配霸凌伤害水平比较高的主要为成长阶段企业中的已婚员工。
[Abstract]:On the basis of a one-to-one interview with 411 employees, this paper discusses the perceived organizational bullying injury situation based on factor analysis and single-factor variance analysis. The difference between demographic variables and organization / work variables is analyzed. The results show that the forms of organizational bullying mainly include five dimensions: leader overt bullying, leadership implicit bullying, coworker bullying, organizational discrimination bullying, and job distribution bullying. The perceived organizational bullying has significant differences between demographic variables and organizational / job variables. Among them, the employees with high level of hidden bullying injury were mainly distributed in the group with married, low educational background, small organization scale and working life of 4 to 10 years. Those who perceived high level of bullying in job allocation were married employees in growing enterprises.
【作者单位】：中国矿业大学管理学院;
【基金】：国家社会科学基金重大项目(16ZDA056) 国家自然科学基金项目(71473248、71673271) 中国矿业大学优秀创新团队—卓越团队(2015ZY003) 江苏省三三三工程项目(2016) 江苏省社科基金基地项目(14JD026)
【分类号】：F272.92

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