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首页> 外文期刊>Journal of managerial psychology >Workplace bullying as a gendered phenomenon
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Workplace bullying as a gendered phenomenon

机译：工作场所欺凌是一种性别现象

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Purpose - The purpose of this paper is to argue that bullying is a gendered, rather than gender-neutral, phenomenon. Design/methodology/approach - The paper reviews empirical findings on gender and bullying and identifies and discusses theoretical frameworks that can provide explanations for identified gender differences. Findings - The paper shows that there are gender differences not only in reported prevalence rates and forms of bullying, but that gender also matters for the way targets and third parties make sense of and respond to bullying. It is shown that gendered conceptions of power, gender role socialisation theory and social identity theory are all relevant for explaining reported gender differences. Research limitations/implications - The theoretical frameworks that have been selected should not be seen as exhaustive, but rather as useful examples. The authors encourage researchers in the field of bullying to pursue cross-disciplinary research and actively apply existing theoretical frameworks to integrate their findings more firmly in existing research on related themes. Practical implications - The finding that bullying is gendered rather than gender-neutral has implications above all for the way managers, organisational representatives and policy-makers should address and prevent workplace bullying. Originality/value - The paper questions the prevailing notion that bullying is gender-neutral and demonstrates the importance of gender in the experience of workplace bullying. It further identifies gaps in research and puts forward an agenda for future research in this area.
机译：目的-本文的目的是证明欺凌是一种性别现象，而不是性别中立的现象。设计/方法/方法-本文回顾了有关性别和霸凌的实证研究结果，并确定并讨论了可以为已识别的性别差异提供解释的理论框架。调查结果-该论文表明，性别差异不仅存在于报告的患病率和欺凌形式上，而且性别对于目标对象和第三方理解并应对欺凌的方式也很重要。研究表明，权力的性别观念，性别角色社会化理论和社会认同理论都与解释所报告的性别差异有关。研究的局限性/含义-已经选择的理论框架不应被视为详尽无遗，而应视为有用的例子。作者鼓励欺凌领域的研究人员进行跨学科研究，并积极应用现有的理论框架，以便将其发现更牢固地整合到有关主题的现有研究中。实际意义-欺凌是性别歧视而不是性别中立的发现首先对经理，组织代表和政策制定者应对和防止工作场所欺凌的方式有影响。原创性/价值-本文质疑普遍的观念，即欺凌与性别无关，并证明了性别在工作场所欺凌经历中的重要性。它进一步确定了研究方面的差距，并提出了该领域未来研究的议程。

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