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Modeling Workplace Bullying Behaviors Using Catastrophe Theory

机译：使用突变理论对工作场所欺凌行为进行建模

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摘要

Workplace bullying is defined as negative behaviors directed at organizational members or their work context that occur regularly and repeatedly over a period of time. Employees' perceptions of psychosocial safety climate, workplace bullying victimization, and workplace bullying perpetration were assessed within a sample of nearly 5,000 workers. Linear and nonlinear approaches were applied in order to model both continuous and sudden changes in workplace bullying. More specifically, the present study examines whether a nonlinear dynamical systems model (i.e., a cusp catastrophe model) is superior to the linear combination of variables for predicting the effect of psychosocial safety climate and workplace bullying victimization on workplace bullying perpetration. According to the AICc, and BIC indices, the linear regression model fits the data better than the cusp catastrophe model. The study concludes that some phenomena, especially unhealthy behaviors at work (like workplace bullying), may be better studied using linear approaches as opposed to nonlinear dynamical systems models. This can be explained through the healthy variability hypothesis, which argues that positive organizational behavior is likely to present nonlinear behavior, while a decrease in such variability may indicate the occurrence of negative behaviors at work.
机译：工作场所欺凌被定义为针对组织成员或其工作环境的负面行为，这些行为在一段时间内定期且反复发生。在将近5,000名工人的样本中，评估了员工对社会心理安全氛围，工作场所欺凌行为的伤害以及工作场所欺凌行为的看法。应用线性和非线性方法来模拟工作场所欺凌的连续和突然变化。更具体地说，本研究研究了非线性动力学系统模型（即尖峰突变模型）是否优于变量的线性组合，以预测心理社会安全环境和工作场所欺凌行为对工作场所欺凌行为的影响。根据AICc和BIC指数，线性回归模型比尖峰突变模型更适合数据。研究得出的结论是，与非线性动力系统模型相比，使用线性方法可以更好地研究某些现象，尤其是工作中的不健康行为（例如工作场所欺凌）。这可以通过健康的可变性假说来解释，该假说认为积极的组织行为很可能呈现非线性行为，而这种可变性的降低则可能表明工作中出现了消极行为。

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