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組織安全文化
指導老師：李金泉
簡報者 ：吳汶珊
How is workplace bullying defined?
如何定義職場霸凌？
Despite increased
research focus on
workplace bullying in
recent decades,
considerable confusion
exists as to what
workplace bullying is
and how it differs from,
or is similar to, other
forms of counterproductive behaviours
in the workplace (e.g.
harassment).
近十年來，儘管著重
於職場霸凌的研究增
加，但職場霸凌仍造
成嚴重的混淆，以及
在職場上，不同或相
同與其他形式下的反
生產力的工作行為(例
如：騷擾)。
Indeed, given the
complexity of
workplace bullying
incidents, some
researchers
question whether it
is even possible to
achieve a uniform
definition of
workplace bullying
(Rayner, Hoel and
Cooper,2002).
事實上，因為職場霸凌
事件的複雜，有些研究
者有可能對職場霸凌做
出共同定義 (Rayner,
Hoel and Cooper,
2002)。
Despite differences,
agreement generally
exists about the
inclusion of and
importance placed
on several
characteristics
within the
definition of
workplace bullying
(see Figure 22.2).
儘管不同，整體來說，
職場霸凌定義的特性
包括(見圖22.2)
圖22.2
不當的行為
權力不對等
持續，不合理或持續威脅
First, workplace
bullying behaviours
are often defined as
inappropriate or
unreasonable
behaviours (Einarsen
and Raknes 1997;
Gorman 1999; Hoel
and Cooper 2001;
Carthy 1996; McCarthy,
Sheehan and Kearns
1995).
第一，職場霸凌的行
為通常被定義為「不
適當或不合理的行為」
(Einarsen and
Raknes 1997;
Gorman 1999; Hoel
and Cooper 2001;
Carthy 1996;
McCarthy, Sheehan
and Kearns 1995).
Examples of such
behaviours include
ridiculing people,
keeping a constant eye
on another’s work,
questioning another’s
professional ability,
spreading damaging
rumours, and explosive
outbursts and threats
(Bassman 1992; Rayner
and Hotel 1997; Zapf
and Einarsen 2001).
這種行為的例子包括
嘲笑，監視他人的工
作，質疑他人的專業
能力，散佈破壞性的
謠言和威脅
(Bassman 1992;
Rayner and Hotel
1997; Zapf and
Einarsen 2001).
Second, definitions of
workplace bullying
emphasise that
inappropriate
behaviours occur
persistently or
regularly over a period
of time (Einarsen 2000;
Einarsen et al. 2003;
Einarsen and Mikkelsen
2003; Hoel 1997; Smith
1997).
第二，職場霸凌的定義強調
持續或在一段時間內經常發
生的不當行為 (Einarsen
2000; Einarsen et al.
2003; Einarsen and
Mikkelsen 2003;Hoel
1997; Smith 1997)。
。
According to Hoel
and Cooper (2001),
‘the long-term
nature of the
phenomenon is one
of the most salient
features of the
problem’ (p.4).
依據Hoel and Cooper
(2001)指出，長期性 (持
續或一段時間內經常發生)
的現象是最顯著的問題。
In fact, some
researchers have
explained workplace
bullying as a form of
conflict escalation in
which the intensity of
the attacks escalates,
with increasingly
negative effects on
the target (Einarsen
and Skogstad 1996;
Leymann and
Gustafsson 1996).
事實上，一些研究人
員指出職場霸凌的衝
突，其中攻擊的強度
越高，受害者會有越
來越負面影響。
(Einarsen and
Skogstad 1996;
Leymann and
Gustafsson 1996).
An important variation
to the concept of
persistent and possibly
escalating behaviour is
the notion of ‘ongoing
threat’ (Zapf 2004). For
example, a verbal
attack on someone may
induce a long-lasting
fear that it could recur.
一個重要的變化，持
續並可能不斷升級的
行為理念是「持續威
脅」 (Zapf 2004的概
念) 。例如，有人言語
的攻擊可能導致一個
持久的恐懼再次發生。
Third, the existence of a
power imbalance
between the two parties
(Keashly and Jagatic
2003) is often regarded
as an essential
definitional component.
Thus, when the two
parties have an equal
balance of power, the
conflict would not be
considered workplace
bullying (Hoel and
Cooper 2001; Rayner et
al. 2002).
第三，雙方之間的權力
不平衡，存在往往被視
為一個基本的定義的組
成部分。因此，當雙方
的實力完全平衡，衝突
就不會被認為是職場霸
凌(Hoel and Cooper
2001; Rayner et al.
2002)。
Commonly, dependency
on the part of the target is
cited as a prime reason for
a power imbalance
developing, and for
targets of workplace
bullying being unable to
defend themselves (e.g.
because another person
possesses greater formal,
hierarchical power and/or
informal power such as
access to information or
influence).
一般情況下，依互性的
受害者被認為是一個主
因，一個權力的不對等
發展，並為職場霸凌的
受害者暫時無法做自己
（例如，因為另一個人
擁有更大正式的權力，
或非正式的權力，如資
訊的取得或影響力）
Importantly, it is the
power imbalance
between the two
parties that makes it
difficult for targets of
workplace bullying to
defend themselves
and is therefore an
essential
characteristic of the
definition of
workplace bullying
(Einarsen 2000).
重要的是，這是雙方
之間的力量失衡，使
得它很難為自己辯護
對職場霸凌的目標，
因此這是職場霸凌定
義的一個本質特徵
（Einarsen2000）。
In summary, the
important defining
characteristics of
workplace bullying
appear to be the
persistent use of
inappropriate behaviours
(be it regular use of these
behaviours, or an
ongoing threat as a result
of a single event),
coupled with the inability
of the target to defend
themselves owing to a
power imbalance
(Einarsen 2000).
總之，職場霸凌的重要
標誌性特徵表現為持久
使用不恰當的行為（無
論是經常使用這些行為，
或正在進行的威脅，作
為一個單一事件的結
果），加上因為權力不
對等，受害者無力保衛
他們，
（Einarsen2000）。
Elements of these
characteristics can
be seen in the
following, widely
accepted academic
definition:
這些特性的元素可以
看出，在下文中，被
廣泛接受的學術定義：
Bullying at work means
harassing, offending,
socially excluding
someone or negatively
affecting someone’s
work tasks. In order for
the label bullying (or
mobbing) to be applied
to a particular activity,
interaction or process it
has to occur repeatedly
and regularly (e.g.
weekly) and over a
period of time (e.g.
about six months).
工作霸凌的手段，騷
擾，犯罪，社交排擠，
或負面影響某人的工
作任務。為了使霸凌
（騷擾）的標籤被應
用到特定的活動，相
互作用或過程具有反
覆規則發生（例如每
週）或在一段時間
（約半年）。
Bullying is an
escalating process in
the course of which the
person confronted ends
up in an inferior
position and becomes
the target of systematic
negative social acts. A
conflict cannot be
called bullying if the
incident is an isolated
event or if two parties
of approximately equal
‘strength’ are in
conflict (Einarsen et al.
2003, p.15).
霸凌在這個過程中，遇
到的人最終會處於劣勢
地位，成為系統化的負
面社會行為的受害者不
斷提升的過程。如果該
事件是一個孤立的事件，
或者近似實力相當的雙
方有衝突，這衝突不能
稱為霸凌。（Einarsen
等，2003，第15頁）。
Furthermore, the
concepts of power and
inappropriate –
persistent behaviours
are included in the
following practical
definition. However, as
mentioned earlier,
differences in
definitions of
workplace bullying only
begin to highlight the
complexity of
workplace bullying
incidents (Rayner et al.
2002).
另外，在不適當權力
概念 - 持久的行為都
包括在下面的實際定
義。然而，正如前面
所提到的，在職場霸
凌的定義差異才開始
凸顯職場霸凌事件的
複雜性(Rayner et al.
2002).
。
Workplace Bullying is
‘persistent
unacceptable
“offensive,
intimidating, malicious,
insulting or humiliating
behaviour, abuse of
power or authority
which attempts to
undermine an
individual or group of
employees and which
may cause them to
suffer stress” ’
(UNISON 2003).
職場欺凌是無法被接
受的，如「進攻性，
恐嚇的，惡意的，侮
辱或羞辱的行為，濫
用權力或權威，它試
圖破壞了員工個人或
組織，這可能會導致
他們遭受的壓力」
(UNISON 2003).
You might like to
explore the workplace
bullying definition the
University at which you
are studying or
organisation you are
working in uses and
how their definition of
workplace bullying is
similar or different to
the definitions
provided here, and
what elements are
included in the
definition.
你可能會喜歡探索職
場霸凌定義，你在大
學學習時或組織中工
作時的用途以及他們
的職場霸凌的定義是
相同的或不同的在這
裡提供的定義，並包
含在定義什麼樣的元
素。