Though workplace bullying is conceptualized as an organizational problem, there remains a gap in understanding the contexts in which bullying manifests-knowledge vital for addressing bullying in practice. In three studies, we leverage the rich content contained within workplace bullying complaint records to explore this issue then, based on our discoveries, investigate people management practices linked to bullying. First, through content analysis of 342 official complaints lodged with a state health and safety regulator (over 5,500 pages), we discovered that the risk of bullying primarily arises from ineffective people management in 11 different contexts (e.g., managing underperformance, coordinating working hours, and entitlements). Next, we developed a behaviorally anchored rating scale to measure people management practices within a refined set of nine risk contexts. Effective and ineffective behavioral indicators were identified through content analysis of the complaints data and data from 44 critical incident interviews with subject matter experts; indicators were then sorted and rated by two independent samples to form a risk audit tool. Finally, data from a multilevel multisource study of 145 clinical healthcare staff nested in 25 hospital wards showed that the effectiveness of people management practices predicts concurrent exposure to workplace bullying at individual level beyond established organizational antecedents, and at the team level beyond leading indicator psychosocial safety climate. Overall, our findings highlight where the greatest risk of bullying lies within organizational systems and identifies effective ways of managing people within those contexts to reduce the risk, opening new avenues for bullying intervention research and practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

---

工作场所欺凌作为一个组织问题：聚焦人员管理实践。

尽管工作场所欺凌被概念化为一个组织问题，但在理解欺凌表现的背景方面仍然存在差距——这些知识对于在实践中解决欺凌问题至关重要。在三项研究中，我们利用工作场所欺凌投诉记录中包含的丰富内容来探索这个问题，然后根据我们的发现，调查与欺凌相关的人员管理实践。首先，通过对提交给州健康与安全监管机构的 342 份官方投诉（超过 5,500 页）的内容分析，我们发现欺凌的风险主要来自 11 种不同情况下的无效人员管理（例如，管理绩效不佳、协调工作时间、和权利）。下一个，我们开发了一个行为锚定评级量表，以衡量一组经过改进的九种风险环境中的人员管理实践。通过对来自主题专家的 44 次关键事件访谈的投诉数据和数据的内容分析，确定了有效和无效的行为指标；然后由两个独立样本对指标进行分类和评级，以形成风险审计工具。最后，来自嵌套在 25 个医院病房的 145 名临床医护人员的多层次多源研究的数据表明，人员管理实践的有效性预测在个人层面超越既定组织先例，在团队层面超越领先指标心理社会安全并发暴露于工作场所欺凌气候。全面的，我们的研究结果强调了组织系统中欺凌风险最大的地方，并确定了在这些环境中管理人员以降低风险的有效方法，为欺凌干预研究和实践开辟了新途径。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。