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首页> 外文学位 >Correlation between self-reporting of exposure to workplace bullying behaviors and self-reporting of symptoms of anxiety and depression.
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Correlation between self-reporting of exposure to workplace bullying behaviors and self-reporting of symptoms of anxiety and depression.

机译：自我报告的工作场所欺凌行为暴露与焦虑和抑郁症状的自我报告之间的相关性。

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摘要

The research examined the quantitative correlation between self-reported exposure to workplace bullying behaviors and self-reported symptoms of anxiety and depression in Department of Defense (DoD) employees. The Pearson r correlational analysis revealed a statistically significant positive correlation supporting the alternate hypotheses of the four research questions. Results of the t-test did not reveal any statistically significant differences. However, the analysis supported the literature in that often employees have difficulty framing the behaviors as workplace bullying. These findings indicate the need for leaders to initiate a cultural change by developing workplace bullying polices that provide a definition, examples, and steps to take when an employee is being bullied. Successfully implementing these cultural changes requires a commitment from leaders of zero tolerance for negative workplace behaviors. Leaders should review current formal and informal procedures and practices to eliminate messaging that might be perceived to tolerate workplace bullying. These changes should focus on the credibility of the targets' and observers' descriptions of the behaviors and situations and creating a safe and respectful environment. Language that provides an understanding of workplace bullying should be incorporated in all policies, trainings, and communications not just those specifically directed toward bullying. The training program should provide an understanding of bullying language, why bullies bully, the environmental and personality characteristics that enable workplace bullying, the common attributes and patterns of bullying, and how to confront the bullying situation. Research supports that policies and practices embedded in the culture considerably lower the probability of workplace bullying.
机译：这项研究检查了国防部（DoD）员工自我报告的工作场所欺凌行为暴露与自我报告的焦虑和抑郁症状之间的定量关系。 Pearson r相关分析显示出统计学上显着的正相关，支持了四个研究问题的替代假设。 t检验的结果未显示任何统计学上的显着差异。但是，该分析支持文献，因为员工经常难以将行为归纳为工作场所欺凌行为。这些发现表明，领导者有必要通过制定工作场所欺凌政策来发起文化变革，这些政策提供了定义，示例和在欺凌员工时应采取的步骤。成功实施这些文化变革需要领导者对工作场所的负面行为零容忍的承诺。领导者应审查当前的正式和非正式程序和做法，以消除可能被认为可以容忍工作场所欺凌的信息。这些变化应着眼于目标和观察者对行为和情况的描述的可信度，并创造一个安全和尊重的环境。在所有政策，培训和交流中，不仅是那些专门针对欺凌行为的语言，还应结合使用能理解工作场所欺凌行为的语言。培训计划应提供对欺凌语言的理解，为什么要欺负欺负者，导致工作场所欺凌的环境和个性特征，欺凌的共同属性和模式，以及如何应对欺凌情况。研究支持这种文化中所包含的政策和实践大大降低了工作场所欺凌的可能性。

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  • 作者

    McKenzie Bergloff, Linda.;

  • 作者单位

    University of Phoenix.;

  • 授予单位 University of Phoenix.;
  • 学科 Organizational behavior.;Management.;Behavioral psychology.;Organization theory.
  • 学位 D.M.
  • 年度 2015
  • 页码 138 p.
  • 总页数 138
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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