The aim of the study is to evaluate the effects of a workplace bullying intervention based on the training of middle managers regarding bullying awareness, the consequences of bullying, strategies in conflict resolution and mediation/negotiation abilities. Overall, 142 randomly selected middle managers participated in the study. First, participants completed an information record and two scales assessing bullying strategies, role conflict and role ambiguity. The last two scales were completed again in a second phase three months after the intervention had finished. The intervention produced a decrease in the following bullying strategies: effects on self-expression and communication, effects on personal reputation and effects on occupational situation and quality of life, with all of the mentioned bullying strategies being suffered by part of the sample. In addition, the conflict role decreased in the group which received the intervention. Moreover, the decrease in the effects of the bullying strategy effects on occupational situation and quality of life was especially important in managers with higher responsibilities within the workplace. Results are discussed in the framework that (1) leadership practices and, more specifically, conflict resolution skills are strongly responsible for bullying at work; and (2) the importance of intervening in the early stages of the bullying process as a key element in the correction, but also as a potential prevention element, of bullying in the workplace.

中文翻译：

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中层管理人员在工作干预中欺凌行为的效果评估

该研究的目的是在对中层管理人员进行有关欺凌意识，欺凌后果，解决冲突的策略以及调解/谈判能力的培训的基础上，评估工作场所欺凌干预的效果。总体而言，有142位随机选择的中层管理人员参加了研究。首先，参与者完成了一条信息记录和两个评估欺凌策略，角色冲突和角色歧义的量表。干预结束后三个月，第二阶段又完成了最后两个量表。干预措施减少了以下欺凌策略：对自我表达的影响和沟通，对个人声誉的影响以及对职业状况和生活质量的影响，所有上述欺凌策略都受到部分样本的影响。此外，在接受干预的小组中，冲突的角色有所减少。此外，欺凌策略对职业状况和生活质量的影响有所减少对于在工作场所承担更高责任的管理人员而言，这一点尤其重要。在以下框架中讨论了结果：（1）领导实践，更具体地说，解决冲突的技能对工作中的欺凌负有重要责任；（2）干预欺凌过程的早期阶段是矫正工作场所中欺凌的关键要素，也是预防欺凌的潜在因素。