This article investigates why workers submit to managerial bullying and, in doing so, we extend the growing research on managerial control and workplace bullying. We employ a labour process lens to explore the rationality of management both engaging in and perpetuating bullying. Labour process theory posits that employee submission to workplace bullying can be a valuable method of managerial control and this article examines this assertion. Based on the qualitative feedback in a large-scale survey of nurses in Ireland, we find that management reframed bullying complaints as deficiencies in the competency and citizenship of employees. Such reframing took place at various critical junctures such as when employees resisted extremely pressurized environments and when they resisted bullying behaviours. We find that such reframing succeeds in suppressing resistance and elicits compliance in achieving organisational objectives. We demonstrate how a pervasive bullying culture oriented towards expanding management control weakens an ethical climate conducive to collegiality and the exercise of voice, and strengthens a more instrumental climate. Whilst such a climate can have negative outcomes for individuals, it may achieve desired organisational outcomes for management.

中文翻译：

---

“不是我们，是你！”：爱尔兰护士在职场欺凌的背景下通过强制和内化扩大管理控制

这篇文章调查了为什么工人会屈服于管理欺凌，在这样做的过程中，我们扩展了对管理控制和工作场所欺凌的日益增长的研究。我们采用劳动过程的视角来探索管理层参与和延续欺凌的合理性。劳动过程理论假定员工屈服于工作场所欺凌可能是一种有价值的管理控制方法，本文研究了这一断言。根据对爱尔兰护士进行的大规模调查的定性反馈，我们发现管理层将欺凌投诉重新定义为员工能力和公民身份的缺陷。这种重构发生在各种关键时刻，例如员工抵制极端压力环境和抵制欺凌行为时。我们发现，这种重构成功地抑制了阻力，并在实现组织目标的过程中引发了合规性。我们展示了以扩大管理控制为导向的普遍欺凌文化如何削弱有利于合议和发言的道德氛围，并加强更加工具化的氛围。虽然这种氛围可能对个人产生负面影响，但它可能会为管理带来理想的组织结果。