Previous research has demonstrated the crucial association between employee stressors and workplace bullying. In this article, we argue that a nurturing organizational context will protect employees from exposure to workplace bullying and will interact with individual demands and resources known to have effect on exposure to bullying in the workplace. In specific, we look at high-involvement work practices (HIWPs)-which include participation, information-sharing, competence development, and rewards. Multilevel analyses on the data from 28,923 Belgian employees from 144 organizations show that organization-level HIWPs are negatively associated with bullying exposure. Moreover, HIWPs interact with individually experienced job demands and resources, by decreasing the association between employee work pressure and bullying and by somewhat compensating for the lack of experienced social support from colleagues at work. HIWPs did not moderate the relationship between employee job insecurity and bullying and social support from the supervisor and bullying. These findings highlight the important role HIWPs can play in protecting employees from workplace bullying, while also suggesting the difficulty of compensating for certain individual risk factors. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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将工作场所欺凌置于上下文中：高度参与的工作实践在工作需求、工作资源和欺凌暴露之间的关系中的作用。

先前的研究已经证明了员工压力源与工作场所欺凌之间的重要关联。在本文中，我们认为培育性组织环境将保护员工免受工作场所欺凌，并将与已知会影响工作场所欺凌的个人需求和资源互动。具体来说，我们着眼于高参与度工作实践 (HIWP)，其中包括参与、信息共享、能力发展和奖励。对来自 144 个组织的 28,923 名比利时员工的数据进行的多层次分析表明，组织级 HIWP 与欺凌暴露呈负相关。此外，HIWP 与个人经验丰富的工作需求和资源互动，通过减少员工工作压力和欺凌之间的关联，并在一定程度上弥补同事在工作中缺乏经验丰富的社会支持。HIWP 并没有缓和员工工作不安全感与欺凌以及来自主管和欺凌的社会支持之间的关系。这些发现强调了 HIWP 在保护员工免受工作场所欺凌方面可以发挥的重要作用，同时也表明了补偿某些个人风险因素的难度。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。这些发现强调了 HIWP 在保护员工免受工作场所欺凌方面可以发挥的重要作用，同时也表明了补偿某些个人风险因素的难度。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。这些发现强调了 HIWP 在保护员工免受工作场所欺凌方面可以发挥的重要作用，同时也表明了补偿某些个人风险因素的难度。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。