Public sector organizations frequently restructure due to shifting management trends, crises, and political developments. Earlier research indicates that the sometimes-drastic reforms implemented in government strongly affect employees, causing psychosocial effects such as frustration, stress, and negative work environments. This may in turn increase the likelihood of severe phenomena such as workplace bullying and harassment. It remains unclear, however, how public organizations can introduce changes while preventing side-effects such as bullying and harassment. The goal of this article is twofold. First, we test whether evidence on the relationship between workplace change and bullying and harassment holds when using a large, public sector-wide sample. Second, we investigate whether satisfaction with change management plays a mediating role. Using cross-sectional and strata-based panel data analyses on Australian data, results indicate a positive relationship between workplace change and workplace bullying and harassment, but also suggest that satisfaction with change management mitigates this effect.

由于不断变化的管理趋势、危机和政治发展，公共部门组织经常进行重组。较早的研究表明，政府有时会实施激烈的改革对员工产生强烈影响，导致心理社会影响，例如沮丧、压力和消极的工作环境。这反过来可能会增加发生工作场所欺凌和骚扰等严重现象的可能性。然而，目前尚不清楚公共组织如何在引入变革的同时防止欺凌和骚扰等副作用。这篇文章的目标是双重的。首先，我们使用大型公共部门范围的样本测试工作场所变化与欺凌和骚扰之间关系的证据是否成立。其次，我们调查对变革管理的满意度是否起到中介作用。