劳动关系视角的职场欺负研究——一种研究范式的转换

Research on Workplace Bullying Based on Labor Relations:A Transformation of Paradigms

传统基于功能主义范式的职场欺负研究往往以社会心理学为主要研究视角,将职场欺负看作是个体之间的人际问题,关注于个体特征和工作特征的诱发作用,忽视了组织变革、雇佣制度等组织和劳动关系层面的因素对职场欺负的影响,因而现有的干预政策和措施的实际效果并不明显。而基于批判管理范式和后现代主义范式的劳动关系视角认为,存在"欺负型组织",制度性权力和组织外显的控制途径对职场欺负行为有诱发作用,并且雇主和人力资源管理部门的干预意愿对现有干预措施的有效性有重要影响。这一视角运用跨学科、情景分析的方法揭示了新型劳动关系下职场欺负的产生机制,为进一步制定、实施有效的政策和措施减少职场欺负的发生,提供了新的研究范式架构。

Based on the functionalist paradigm, the traditional researches understood workplace bullying as an interpersonal issue between two or more employees. From the perspective of social psychology, a number of studies conducted on the individual and job antecedents of bullying, ignoring the effects of organizational change, employment system and other factors of organizations and employment relations. Consequently, there is little evidence that measures adopted to intervene bullying have been successful in either the prevention or resolution of the problem. However, in terms of the critical management theory paradigm and post modernist paradigm, the perspective of employment relations emphasizes the existence of ‘bullying organization＇, and focus on the institutional power and managerial control of employees as the important antecedents of bullying. So the intervention initiatives of employers and human resource management department play an important part in the effects of intervention of workplace bullying. This perspective applies a contextualized and interdisciplinary approach to reveal the formation mechanism of workplace bullying under new labor relations, and provides a new paradigm for developing and implying effective policies and measures to reduce workplace bullying.