Scholars have recently begun to consider the role of bystander intervention training in countering workplace incivility and bullying. Given the scarce empirical evidence of bystander training outcomes in occupational settings, this study set out to evaluate the effectiveness of a bystander intervention training in a large healthcare organisation, by assessing changes to levels of psychological safety, bystander efficacy, intent and behaviours over time. One hundred and forty employees in a large healthcare organisation in New Zealand attended the training and were asked to complete three surveys, one conducted at baseline, one carried out 2 weeks following the training and the last survey conducted 2 months later. The qualitative and qualitative findings of this study show that the bystander intervention training resulted in significant improvements to bystander attitudes and beliefs, which were ascribed to the quality of training materials, the facilitator and opportunities to role-play bystander intervention strategies. However, the positive bystander beliefs, attitudes and intent to intervene declined in the months following the training. The qualitative findings shed a light on these results and suggest that the participants required support for training transfer in the form of updated and accessible information about negative acts and bystander intervention strategies, leadership support and role modelling of bystander behaviours and civility, and the implementation of accountability systems that ensure the ongoing development of a civility culture.

中文翻译：

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旁观者干预培训有效吗？当员工意图和组织障碍发生冲突时。

学者们最近开始考虑旁观者干预培训在应对工作场所不文明行为和欺凌行为中的作用。鉴于职业环境中旁观者培训结果的经验证据很少，本研究旨在通过评估心理安全水平、旁观者效能、意图和行为随时间的变化来评估大型医疗保健组织中旁观者干预培训的有效性。新西兰一家大型医疗机构的一百四十名员工参加了培训，并被要求完成三项调查，一项在基线时进行，一项在培训后 2 周进行，最后一次调查在 2 个月后进行。本研究的定性和定性研究结果表明，旁观者干预培训显着改善了旁观者的态度和信念，这归因于培训材料的质量、促进者和角色扮演旁观者干预策略的机会。然而，积极的旁观者信念、态度和干预意图在培训后的几个月内有所下降。定性研究结果阐明了这些结果，并表明参与者需要以有关消极行为和旁观者干预策略的最新和可访问信息的形式支持培训转移，领导支持和旁观者行为和文明的角色建模，以及实施问责制确保文明文化的持续发展。