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首页> 外文期刊>International Journal of Environmental Research and Public Health >The Relationships of Experiencing Workplace Bullying with Mental Health, Affective Commitment, and Job Satisfaction: Application of the Job Demands Control Model
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The Relationships of Experiencing Workplace Bullying with Mental Health, Affective Commitment, and Job Satisfaction: Application of the Job Demands Control Model

机译：经历与心理健康，情感承诺和工作满意度的工作场所欺凌的关系：工作要求控制模型

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There have been very few theoretical models published to understand the relationship between workplace bullying and different outcome variables. Applying the Job Demands Control (JDC) model, this study analyzed workplace bullying alongside ‘traditional’ job stressors of role overload and low job control to determine the relative associations of each with mental health and wellbeing. These relative associations have not been well documented. Data were obtained from an organizational climate questionnaire administered to 21 Australian Defence Force units ( n = 3193). Results indicated that the correlations between bullying and psychological distress ( r = 0.39), job satisfaction ( r = ?0.28), and affective commitment ( r = ?0.22) were all significant and for some outcomes greater than those involving the traditional job stressors. Furthermore, for each of these three outcomes, bullying contributed incremental variance after controlling for other job demands. These results support earlier claims that workplace bullying requires the same attention given to traditional work stressors. The JDC model provides a strong theoretical base to investigate workplace bullying. Testing against other stressors allows for consideration of the broader context of workplace bullying when managing the workforce.
机译：已经出现了很少有理论模型，以了解工作场所欺凌和不同结果变量之间的关系。应用工作要求控制（JDC）模型，这项研究分析了工作场所欺凌以及角色过载和低职位控制的“传统”工作压力师，以确定每个心理健康和福祉的相对关联。这些相对协会并未被录取充分记录。从管理到21个澳大利亚国防部门单位的组织气候调查报告（N = 3193）获得数据。结果表明，欺凌和心理窘迫之间的相关性（R = 0.39），工作满意度（R = 0.28），以及情感承诺（R = 0.22）都是重要的，并且一些结果大于涉及传统工作压力的结果。此外，对于这三种结果中的每一个，欺负在控制其他工作需求后贡献增量方差。这些结果支持较早要求工作场所欺凌需要对传统工作压力源的相同关注。 JDC模型提供了一个强大的理论基础，以调查工作场所欺凌。对其他压力源的测试允许在管理劳动力时考虑工作场所欺凌的更广泛的背景。

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