ABSTRACT

Research and theory on deviance in work groups suggest that non-prototypical members risk devaluation and mistreatment by their peers. Drawing on the self-categorisation theory, we propose and test a contextual model to explain workplace bullying from a target perspective, using non-prototypicality as a predictor and social identification and anti-bullying norms at the work group level as two- and three-way cross-level moderators. Multilevel modelling and a sample of employees from the university sector in the Low Lands (n = 572) was employed. In line with our first hypothesis, we found that risk of exposure to workplace bullying is particularly high for non-prototypical work group members. We also hypothesised that work group social identification would facilitate bullying of non-prototypical members, while anti-bullying norms would buffer it. Results showed, however, that both conditions acted as buffering moderators on the main association. Lastly, the combination of the two also entailed a cross-level three-way interaction effect, showing that non-prototypicality is associated with bullying only in work groups characterised by low levels on both moderators. These novel and partly unexpected results demonstrate the relevance and significance of group level explanations for workplace bullying, holding significant implications for scholars and practitioners.

摘要

有关工作组偏差的研究和理论表明，非原型成员可能会遭受同行贬值和虐待的风险。借鉴自我分类理论，我们提出并测试了一种语境模型，从目标角度解释了职场霸凌行为，使用非原型性作为预测因子，并在工作组级别使用了社会认同和反欺凌规范，将其分为两个和三个方式跨级别的主持人。低地大学部门多层次建模和员工样本（n = 572）。与我们的第一个假设一致，我们发现非原型工作组成员遭受工作场所欺凌的风险特别高。我们还假设工作组的社会认同将促进非原型成员的欺凌，而反欺凌规范则可以缓冲这种情况。结果显示，但是，这两种情况都充当主要关联的缓冲调节剂。最后，两者的结合还带来了跨层次的三向交互作用，表明非原型性仅与以两个主持人的水平较低为特征的工作组中的欺凌有关。这些新颖且部分出乎意料的结果证明了团体层面的解释对于工作场所欺凌的相关性和重要性，对学者和从业人员具有重大意义。