組織安全文化 指導老師：李金泉 簡報者 ：吳汶珊

How is workplace bullying defined? 如何定義職場霸凌？

近十年來，儘管著重於職場霸凌的研究增加，但職場霸凌仍造成嚴重的混淆，以及在職場上，不同或相同與其他形式下的反生產力的工作行為(例如：騷擾)。 Despite increased research focus on workplace bullying in recent decades, considerable confusion exists as to what workplace bullying is and how it differs from, or is similar to, other forms of counter-productive behaviours in the workplace (e.g. harassment).

事實上，因為職場霸凌事件的複雜，有些研究者有可能對職場霸凌做出共同定義 (Rayner, Hoel and Cooper, 2002)。 Indeed, given the complexity of workplace bullying incidents, some researchers question whether it is even possible to achieve a uniform definition of workplace bullying (Rayner, Hoel and Cooper,2002). 事實上，因為職場霸凌事件的複雜，有些研究者有可能對職場霸凌做出共同定義 (Rayner, Hoel and Cooper, 2002)。

儘管不同，整體來說，職場霸凌定義的特性包括(見圖22.2) Despite differences, agreement generally exists about the inclusion of and importance placed on several characteristics within the definition of workplace bullying (see Figure 22.2). 儘管不同，整體來說，職場霸凌定義的特性包括(見圖22.2)

圖22.2 不當的行為 權力不對等 持續，不合理或持續威脅

第一，職場霸凌的行為通常被定義為「不適當或不合理的行為」(Einarsen and Raknes 1997; Gorman 1999; Hoel and Cooper 2001; Carthy 1996; McCarthy, Sheehan and Kearns 1995). First, workplace bullying behaviours are often defined as inappropriate or unreasonable behaviours (Einarsen and Raknes 1997; Gorman 1999; Hoel and Cooper 2001; Carthy 1996; McCarthy, Sheehan and Kearns 1995).

Examples of such behaviours include ridiculing people, keeping a constant eye on another’s work, questioning another’s professional ability, spreading damaging rumours, and explosive outbursts and threats (Bassman 1992; Rayner and Hotel 1997; Zapf and Einarsen 2001). 這種行為的例子包括嘲笑，監視他人的工作，質疑他人的專業能力，散佈破壞性的謠言和威脅(Bassman 1992; Rayner and Hotel 1997; Zapf and Einarsen 2001).

Second, definitions of workplace bullying emphasise that inappropriate behaviours occur persistently or regularly over a period of time (Einarsen 2000; Einarsen et al. 2003; Einarsen and Mikkelsen 2003; Hoel 1997; Smith 1997). 第二，職場霸凌的定義強調持續或在一段時間內經常發生的不當行為 (Einarsen 2000; Einarsen et al. 2003; Einarsen and Mikkelsen 2003;Hoel 1997; Smith 1997)。 。

依據Hoel and Cooper (2001)指出，長期性 (持續或一段時間內經常發生)的現象是最顯著的問題。 According to Hoel and Cooper (2001), ‘the long-term nature of the phenomenon is one of the most salient features of the problem’ (p.4).

事實上，一些研究人員指出職場霸凌的衝突，其中攻擊的強度越高，受害者會有越來越負面影響。 In fact, some researchers have explained workplace bullying as a form of conflict escalation in which the intensity of the attacks escalates, with increasingly negative effects on the target (Einarsen and Skogstad 1996; Leymann and Gustafsson 1996). 事實上，一些研究人員指出職場霸凌的衝突，其中攻擊的強度越高，受害者會有越來越負面影響。 (Einarsen and Skogstad 1996; Leymann and Gustafsson 1996).

一個重要的變化，持續並可能不斷升級的行為理念是「持續威脅」 (Zapf 2004的概念) 。例如，有人言語的攻擊可能導致一個持久的恐懼再次發生。 An important variation to the concept of persistent and possibly escalating behaviour is the notion of ‘ongoing threat’ (Zapf 2004). For example, a verbal attack on someone may induce a long-lasting fear that it could recur.

Third, the existence of a power imbalance between the two parties (Keashly and Jagatic 2003) is often regarded as an essential definitional component. Thus, when the two parties have an equal balance of power, the conflict would not be considered workplace bullying (Hoel and Cooper 2001; Rayner et al. 2002). 第三，雙方之間的權力不平衡，存在往往被視為一個基本的定義的組成部分。因此，當雙方的實力完全平衡，衝突就不會被認為是職場霸凌(Hoel and Cooper 2001; Rayner et al. 2002)。

Commonly, dependency on the part of the target is cited as a prime reason for a power imbalance developing, and for targets of workplace bullying being unable to defend themselves (e.g. because another person possesses greater formal, hierarchical power and/or informal power such as access to information or influence). 一般情況下，依互性的受害者被認為是一個主因，一個權力的不對等發展，並為職場霸凌的受害者暫時無法做自己（例如，因為另一個人擁有更大正式的權力，或非正式的權力，如資訊的取得或影響力）

重要的是，這是雙方之間的力量失衡，使得它很難為自己辯護對職場霸凌的目標，因此這是職場霸凌定義的一個本質特徵（Einarsen2000）。 Importantly, it is the power imbalance between the two parties that makes it difficult for targets of workplace bullying to defend themselves and is therefore an essential characteristic of the definition of workplace bullying (Einarsen 2000). 重要的是，這是雙方之間的力量失衡，使得它很難為自己辯護對職場霸凌的目標，因此這是職場霸凌定義的一個本質特徵（Einarsen2000）。

In summary, the important defining characteristics of workplace bullying appear to be the persistent use of inappropriate behaviours (be it regular use of these behaviours, or an ongoing threat as a result of a single event), coupled with the inability of the target to defend themselves owing to a power imbalance (Einarsen 2000). 總之，職場霸凌的重要標誌性特徵表現為持久使用不恰當的行為（無論是經常使用這些行為，或正在進行的威脅，作為一個單一事件的結果），加上因為權力不對等，受害者無力保衛他們，（Einarsen2000）。

這些特性的元素可以看出，在下文中，被廣泛接受的學術定義： Elements of these characteristics can be seen in the following, widely accepted academic definition: 這些特性的元素可以看出，在下文中，被廣泛接受的學術定義：

Bullying at work means harassing, offending, socially excluding someone or negatively affecting someone’s work tasks. In order for the label bullying (or mobbing) to be applied to a particular activity, interaction or process it has to occur repeatedly and regularly (e.g. weekly) and over a period of time (e.g. about six months). 工作霸凌的手段，騷擾，犯罪，社交排擠，或負面影響某人的工作任務。為了使霸凌（騷擾）的標籤被應用到特定的活動，相互作用或過程具有反覆規則發生（例如每週）或在一段時間（約半年）。

Bullying is an escalating process in the course of which the person confronted ends up in an inferior position and becomes the target of systematic negative social acts. A conflict cannot be called bullying if the incident is an isolated event or if two parties of approximately equal ‘strength’ are in conflict (Einarsen et al. 2003, p.15). 霸凌在這個過程中，遇到的人最終會處於劣勢地位，成為系統化的負面社會行為的受害者不斷提升的過程。如果該事件是一個孤立的事件，或者近似實力相當的雙方有衝突，這衝突不能稱為霸凌。（Einarsen等，2003，第15頁）。

Furthermore, the concepts of power and inappropriate – persistent behaviours are included in the following practical definition. However, as mentioned earlier, differences in definitions of workplace bullying only begin to highlight the complexity of workplace bullying incidents (Rayner et al. 2002). 另外，在不適當權力概念 - 持久的行為都包括在下面的實際定義。然而，正如前面所提到的，在職場霸凌的定義差異才開始凸顯職場霸凌事件的複雜性(Rayner et al. 2002). 。

Workplace Bullying is ‘persistent unacceptable “offensive, intimidating, malicious, insulting or humiliating behaviour, abuse of power or authority which attempts to undermine an individual or group of employees and which may cause them to suffer stress” ’ (UNISON 2003). 職場欺凌是無法被接受的，如「進攻性，恐嚇的，惡意的，侮辱或羞辱的行為，濫用權力或權威，它試圖破壞了員工個人或組織，這可能會導致他們遭受的壓力」 (UNISON 2003).

You might like to explore the workplace bullying definition the University at which you are studying or organisation you are working in uses and how their definition of workplace bullying is similar or different to the definitions provided here, and what elements are included in the definition. 你可能會喜歡探索職場霸凌定義，你在大學學習時或組織中工作時的用途以及他們的職場霸凌的定義是相同的或不同的在這裡提供的定義，並包含在定義什麼樣的元素。