ABSTRACT

Researchers have consistently shown the detrimental effects that workplace bullying has on employee well-being. While there have been many studies examining moderating factors that worsen or mitigate bullying’s effects, the field lacks a common theoretical framework to integrate and explain these diverse moderators. The aim of this systematic review is to identify, categorise, and evaluate variables that have been tested as moderators of the relationship between workplace bullying and well-being using the job demands resources model. Searches of the literature were carried out in the PsycINFO, Web of Science and Scopus databases. Sixty-eight studies met the inclusion criteria, which reported on 209 tests of moderation. Using an established taxonomy, the moderators were categorised into home demands/resources (n = 2), personal demands/resources (n = 136), job demands/resources (n = 4), social demands/resources (n = 24), and organisational demands/resources (n = 43). Analysis revealed that social resources, such as co-worker support, and organisational resources, such as supportive organisational climates, consistently buffered the harmful effects of bullying. In contrast, personal resources had little influence as moderators. Further cross-cultural and longitudinal research is needed to understand whether the influence of these moderators extends across time and different cultural contexts.

摘要

研究人员一致表明，工作场所欺凌对员工福祉产生有害影响。尽管有许多研究探讨了加剧或减轻欺凌影响的调节因素，但该领域缺乏一个共同的理论框架来整合和解释这些不同的调节因素。本系统评价的目的是使用工作需求资源模型来识别、分类和评估已作为工作场所欺凌与幸福感之间关系的调节因素进行测试的变量。在 PsycINFO、Web of Science 和 Scopus 数据库中进行了文献检索。68 项研究符合纳入标准，报告了 209 项适度测试。使用既定的分类法，主持人被分为家庭需求/资源（n = 2）、个人需求/资源（n  = 136）、工作需求/资源（n  = 4）、社会需求/资源（n  = 24）和组织需求/资源（n  = 43）。分析显示，社会资源（例如同事的支持）和组织资源（例如支持性的组织氛围）始终可以缓冲欺凌的有害影响。相比之下，个人资源作为主持人的影响力很小。需要进一步的跨文化和纵向研究来了解这些主持人的影响是否跨越时间和不同的文化背景。