The purpose of this paper is to establish a foundation for studying and managing new employee hazing in workgroups. Available empirical evidence indicates 25–75% of American employees encounter workplace hazing, but very little empirical research exists on this phenomenon. Workers are changing jobs more frequently than ever, which increases the cumulative impact and importance of new employee experiences, including hazing, a complex group-based phenomenon. Because hazing is a relatively universal social practice without a strongly established literature in the organizational sciences, we draw from multiple disciplines in reviewing and modeling the practice. The current research offers three major contributions: (a) a relatively exhaustive review of relevant empirical and theoretical work on hazing, (b) an initial, testable model for understanding workplace hazing as a multi-level phenomenon, including individual and group-level antecedents and outcomes, and (c) an outline of the need and support for considering both the dysfunctional and functional consequences of hazing, given the variety of forms it takes and reactions it evokes. Finally, we present actionable guidance for researchers seeking to study workplace hazing and discuss the organizational implications of our work for practitioners.

本文的目的是为研究和管理工作组中的新员工欺凌行为奠定基础。现有的经验证据表明，有25–75％的美国员工遇到工作场所欺凌的现象，但针对这种现象的实证研究很少。工人比以往任何时候都更频繁地更换工作，这增加了新员工经历的累积影响和重要性，其中包括欺凌（一种基于群体的复杂现象）。由于欺凌是相对普遍的社会实践，而没有组织科学方面的扎实文献，因此我们从多种学科中进行回顾和建模。当前的研究提供了三个主要方面的贡献：（a）对有关雾霾的相关经验和理论工作的相对详尽的评论；（b）初步的，可检验的模型，用于将工作场所欺凌理解为一种多层次现象，包括个人和团体级别的前因和结果，以及（c）考虑到多种形式，考虑并考虑到欺凌的功能失调和功能性后果的必要性和支持的概述它需要和它引起的反应。最后，我们为寻求研究工作场所烟气的研究人员提供了可行的指导，并讨论了我们的工作对从业人员的组织意义。