本文選題：過激行為 + 整合模型��； 參考：《領(lǐng)導(dǎo)科學(xué)》2017年10期

【摘要】：正組織霸凌是指組織中頻繁發(fā)生的騷擾、侵犯、孤立等負(fù)向影響其他組織成員身心健康和工作生活等的現(xiàn)象,具有頻發(fā)性、持續(xù)性、敵對性以及權(quán)力失衡等特征。組織霸凌不僅包括散播流言蜚語、諷刺挖苦、隱瞞信息、惡意排斥以及沉默對待等不易察覺的微妙行為,也包括辱罵嘲笑、強(qiáng)迫離職、暴力侵犯等顯性過激行為。這些行為既可能來自工作上的超負(fù)荷、嚴(yán)厲斥責(zé)以及嚴(yán)密監(jiān)控等負(fù)向傷害,也可能來自與個(gè)體有關(guān)的貶低、詆毀和侵犯等人身攻擊。組織霸凌因行為的隱秘性和微妙性而與明顯外露的職場暴力存在明顯區(qū)別。正因其不易察覺性和潛在傷害性,更應(yīng)引起足夠重視。
[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.
【作者單位】： 中國礦業(yè)大學(xué)管理學(xué)院;青島大學(xué)公共衛(wèi)生學(xué)院;
【基金】：國家自然科學(xué)基金項(xiàng)目“煤礦安全心理生態(tài)的交互結(jié)構(gòu);演化機(jī)理與引導(dǎo)政策研究”(項(xiàng)目編號:71473248)的階段性成果
【分類號】：C936
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本文編號：2073877