ABSTRACT

Most workplace emotional exhaustion (EE) research emphasizes antecedents that are theoretically and empirically grounded in individual-level phenomena. We extend this research by proposing a multilevel framework involving organizational context determinants operationalized in two ways: psychosocial safety climate (PSC) and work unit-level bullying. We drew on Social Learning Theory to explain how bullying can be conceived as a work unit-level construct. We proposed that bullying is a mechanism linking PSC to EE, and considered a novel work unit-level (between-unit) process over and above an individual (within-unit) process. The first study tested the between-work process of 147 work units using an innovative split-sample (multi-source) design and found that PSC preceded bullying and EE in other employees within the same work unit. The second study of 54 work units, examined between- and within- work unit processes simultaneously. Bullying was operationalized by integrating target and perpetrator reports. We found that EE was explained by contextual factors, and that bullying was the mechanism linking PSC to EE. Reverse relations showed that average work unit EE related to bullying, but not as strongly as the hypothesized relationship. Interventions to reduce EE should go beyond the clinic to focus on the PSC and bullying contexts.

摘要

大多数工作场所情绪耗竭 (EE) 研究强调在理论和经验上基于个人层面现象的前因。我们通过提出一个涉及以两种方式运作的组织环境决定因素的多层次框架来扩展这项研究：心理社会安全氛围 (PSC) 和工作单位级别的欺凌。我们利用社会学习理论来解释如何将欺凌视为工作单元级别的结构。我们提出欺凌是一种将 PSC 与 EE 联系起来的机制，并认为这是一种超越个人（单元内）过程的新的工作单元级（单元间）过程。第一项研究使用创新的拆分样本（多源）设计测试了 147 个工作单位的工作间流程，发现 PSC 优先于同一工作单位内其他员工的欺凌和 EE。对 54 个工作单元的第二项研究，同时检查了工作单元间和工作单元内的过程。欺凌是通过整合目标和肇事者报告来实施的。我们发现 EE 是由上下文因素解释的，欺凌是将 PSC 与 EE 联系起来的机制。反向关系表明，平均工作单位 EE 与欺凌相关，但没有假设的关系那么强烈。减少 EE 的干预措施应该超越诊所，专注于 PSC 和欺凌环境。但没有假设的关系那么强烈。减少 EE 的干预措施应该超越诊所，专注于 PSC 和欺凌环境。但没有假设的关系那么强烈。减少 EE 的干预措施应该超越诊所，专注于 PSC 和欺凌环境。