組織安全文化 期中報告 學號:na47y012 姓名:王櫻桂

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1 組織安全文化 期中報告 學號:na47y012 姓名:王櫻桂

2 Antecedents of workplace bullying
職場欺凌的前因

3 In an attempt to examine how the impacts of workplace bullying could be reduced for individuals
and organisations, researchers have explored the antecedents of workplace bullying. 在試圖研究如何工作場所霸凌的影響可以減少個人 和組織，研究人員探討了職場霸凌的來路。

4 Research has examined individual factors, such as personality traits of the target or the bully(Ashforth 1997; Coyne, Seigne and Randall 2000; Douglas and Martinko 2001; Zapf 1999)and bullying as an interpersonal conflict (Einarsen et al. 2003). 研究審查個人因素，如被害者或加害者人格特質（阿什福思1997;柯尼，Seigne和蘭德爾2000;道格拉斯和2001年Martinko;1999年察普夫）和霸凌作為人際衝突（Einarsen等，2003）。

5 In addition, others have emphasised that bullying is a multi-faceted and complex phenomenon and,
as such,multiple causes, including organisational and group-related factors,need to be considered along with individual factors (Zapf 1999). 此外，其他強調霸凌是一個多面和複雜的現象，因此，有多種的原因，包括組織和群體相關的因素，需要隨著個人因素（1999察普夫）加以考慮。

6 For instance, Hoel and Salin (2003) suggest that, owing to thecomplexity of workplace bullying, the actions and reactions of the target and perpetrator can only be understood within the context in which they occur. 例如，Hoel和薩蘭（2003）表明，由於職場霸凌的複 雜性，被害者和加害者的行為和反應只有因它們出現 的內容作出解釋。

7 In a further demonstration of the complexity of workplace bullying, Harvey, Heames,Richey and
Leonard (2006) suggest that the characteristics of the perpetrator, target and environment all need to be considered and that for bullying to occur all three elements need to be present. 在職場霸凌的複雜性，進一步證明，哈維，Heames， 里奇和Leonard（2006）認為加害者、被害者與環境特 性都需要考慮，和霸凌發生的所有三個要素(加害人、 被害者、環境)是需要存在。

8 That is, if the environment does not support bullying behaviours, or if bullies do not have access to potential targets, then bullying will not occur. 即，如果環境不支持霸凌行為，又或者如果加害者不 進入的潛在被害者，那麼就不會發生霸凌的行為。

9 This interplay between these three elements is further explained by Heames and Harvey (2006) in their recent proposal of a cross-level assessment of workplace bullying. 個人、群體、組織之間的這種相互作用三要素是進一 步Heames和哈維（2006年）在其最近的工作場所霸 凌做跨層級評估的建議說明。

10 In their conceptualisation, the bullying event
stretches beyond the perpetrator and target and has a flow-on impact to the group and organisation, 在他們的概念裡，霸凌事件延伸出加害者和被害者， 是一個流動的影響群體與組織。

11 perpetuate or halt the behaviour.
which in turn provides feedback to the perpetrator and target that could potentially perpetuate or halt the behaviour. 這反過來又反饋給加害者和被害者目標可能潛在延續 或停止行為。

12 Thus the individual, group and environment levels
interact in the occurrence and continuation of workplace bullying. 因此，個人、團體和環境水平在工作場所霸凌的發生 和延續是彼此互動。

13 Each of these levels will be discussed in the next section.
每個級別都將在接下來的部分討論。

14 簡報結束 謝謝聆聽