ABSTRACT

This study investigated coping styles and coping resources in the relationship between work stressors and exposure to workplace bullying. A two-wave survey was conducted (N = 482) to investigate whether T1 emotion-focused coping amplifies the positive lagged relationship from T1 role conflict and role ambiguity to T2 bullying. T1 problem-focused coping was predicted to buffer this relationship. Further, we expected that two coping resources – T1 self-efficacy and optimism – positively relate to T2 problem-focused coping and negatively relate to T2 emotion-focused coping. SEM analysis partially supported the hypotheses: T1 emotion-focused coping amplified the relationship between T1 role conflict and T2 bullying. However, no evidence was found for the buffering role of T1 problem-focused coping. Neither for role ambiguity, a significant moderating role of both problem- and emotion-focused coping was found. Further, T1 self-efficacy was positively related to T2 problem-focused coping, however, unrelated to T2 emotion-focused coping. T1 optimism was unrelated to T2 emotion- or problem-focused coping. This study advances our understanding of the underlying mechanisms in the relationship from work stressors to bullying, particularly highlighting the amplifying role of emotion-focused coping in the relationship between role conflict and bullying. Further, we gained insight in the relationship between self-efficacy and problem-focused coping.

摘要

这项研究调查了工作压力源与工作场所欺凌行为之间关系的应对方式和应对资源。进行了两波调查（N = 482），以调查针对T1的情绪应对是否会放大从T1角色冲突和角色歧义到T2欺凌的积极滞后关系。预计以T1为重点的应对将缓冲这种关系。此外，我们期望两种应对资源-T1自我效能感和乐观情绪-与T2关注问题的应对方式正相关，与T2关注情感的应对方式负相关。SEM分析部分支持了以下假设：以T1情绪为中心的应对方式放大了T1角色冲突与T2欺凌之间的关系。但是，没有证据表明以T1问题为中心的应对措施具有缓冲作用。对于角色的模棱两可，都没有发现以问题和情绪为中心的应对都具有重要的调节作用。此外，T1自我效能感与T2关注问题的应对方式正相关，但是，与T2以情绪为导向的应对方式无关。T1乐观与T2以情绪或问题为中心的应对无关。这项研究提高了我们对从工作压力到欺负的关系中潜在机制的理解，特别是强调了以情绪为中心的应对在角色冲突与欺凌之间关系中的放大作用。此外，我们获得了关于自我效能与以问题为中心的应对之间关系的见识。