การกลั่นแกล้งรังแกกันในที่ทำงาน: กระบวนการความไม่สมดุลของการปฏิบัติตามสัญญาทางจิตวิทยา
Article Sidebar
เผยแพร่แล้ว:
ธ.ค. 20, 2019
คำสำคัญ:
การกลั่นแกล้งรังแกกันในที่ทำงาน การปฏิบัติตามสัญญาทางจิตวิทยา การพึ่งพาทางอำนาจ
Main Article Content
บทคัดย่อ
งานวิจัยเชิงทฤษฎีชิ้นนี้นำเสนอกระบวนการในการอธิบายพฤติกรรมการกลั่นแกล้งรังแกกันระหว่างผู้บังคับบัญชาที่มีต่อผู้ใต้บังคับบัญชาในที่ทำงานโดยอาศัยทฤษฎีการพึ่งพาทางอำนาจของ Emerson (1962) เพื่อเชื่อมโยงวรรณกรรมในเรื่องการปฏิบัติตามสัญญาทางจิตวิทยากับวรรณกรรมในเรื่องการกลั่นแกล้งรังแก รูปแบบแนวคิดของงานวิจัยชิ้นนี้ถูกพัฒนาขึ้นเพื่อแสดงให้เห็นถึงกระบวนการเมื่อผู้บังคับบัญชารับรู้ถึงความไม่สมดุลของสัญญาทางจิตวิทยา ผู้บังคับบัญชาจะพยายามกู้คืนความรู้สึกของการมีอำนาจให้กลับสู่จุดสมดุลผ่านพฤติกรรมการกลั่นแกล้งผู้ใต้บังคับบัญชาทั้งด้านที่เกี่ยวข้องกับงานและส่วนบุคคลโดยที่ระดับของการกลั่นแกล้งนั้นจะขึ้นอยู่กับวัฒนธรรมองค์กรและการควบคุมตนเองของผู้บังคับบัญชา งานวิจัยชิ้นนี้มีส่วนช่วยอธิบายกระบวนการเกิดของพฤติกรรมการกลั่นแกล้งในที่ทำงานและสามารถนำไปประยุกต์ใช้ในการป้องกันพฤติกรรมเชิงลบนี้ไม่ให้เกิดขึ้นในองค์การ
Article Details
ประเภทบทความ
บทความวิจัย
1) เนื้อหาทั้งหมดของบทความที่ลงตีพิมพ์ในวารสารการพัฒนาทรัพยากรมนุษย์และองค์การ เจ้าของผลงานมีการคิด ค้นคว้า ทบทวนวิเคราะห์ สรุป เรียบเรียงและอ้างอิงข้อมูลโดยผู้แต่งเอง กองบรรณาธิการไม่มีส่วนร่วมรับผิดชอบ
2) บทความที่ตีพิมพ์ในวารสารนี้ ต้องไม่เคยได้รับการตีพิมพ์เผยแพร่ที่ใดมาก่อน และไม่อยู่ระหว่างการเสนอเพื่อพิจารณาตีพิมพ์ในวารสารฉบับอื่น หากตรวจพบว่า มีการตีพิมพ์ซ้ำซ้อน ถือเป็นความรับผิดชอบของผู้แต่งแต่เพียงผู้เดียวในการละเมิดลิขสิทธิ์
3) ผลงานที่ได้รับการตีพิมพ์ในวารสารวิชาการ ถือเป็นกรรมสิทธิ์ของวารสารห้ามนำข้อความทั้งหมดหรือบางส่วนไปพิมพ์ซ้ำ เว้นเสียแต่ว่าจะได้รับอนุญาตจากทางกองบรรณาธิการวารสารฯ
เอกสารอ้างอิง
Agervold, M. (2009). The significance of organizational factors for the incidence of bullying. Scandinavian Journal of Psychology, 50, 267-276.
Anderson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24, 452-471.
Aquino, K., & Lamertz, K. (2004). A relational model of workplace victimization: Social roles and patterns of victimizations in dyadic relationships. Journal of Applied Psychology, 89, 1023-1034.
Archer, J., Ireland J. L., & Power C. L. (2007). Differences between bullies and victims, and men and women, on aggression-related variables among prisoners. British Journal of Social Psychology, 46, 299-322.
Archer, J., & Southall, N. (2009). Does cost-benefit analysis or self-control predict involvement in bullying behavior by male prisoners? Aggressive Behavior, 35, 31-40.
Ayoko, O. B., Callan, V. J., & Hartel, C. E. (2003). Work place conflict, bullying and counterproductive behaviors. International Journal of Organizational Analysis, 11, 283-301.
Bennett, R. J., & Robinson, S. L. (2003). The past, present and future of workplace deviance research. In J. Greenberg (Ed.). Organizational behavior: The state of the science: 247-281(2nd ed.) Mahwah, NJ: Erlbaum.
Baillien, E., Rodríguez-Muñoz, A., De Witte, H., Notelaers, G. and Moreno-Jiménez, B. (2011). The demand control model and target’s reports of bullying at work: a test within Spanish and Belgian blue-collar workers. European Journal of Work and Organizational Psychology, 20, 157–177.
Bordia, P., Restubog, S. L. D., & Tang, R. L. (2008). When employees strike back: Investigating the mediating mechanism between psychological contract breach and workplace deviance. Journal of Applied Psychology, 93, 1105–1117.
Branch, S., Ramsay, S., & Barker, M. (2013). Workplace bullying, mobbing and general harassment: A review. International Journal of Management Reviews, 15, 280–299.
Brodsky, C. M. (1976). The harassed worker. Lexington, D.C.: Health and Company.
Cleveland, J. N. & Kerst M. E. (1993). Sexual harassment and perceptions of power: An under-articulated relationship. Journal of Vocational Behavior, 42, 49–67.
Cook, K. S., & Rice, E. R. (2001). Exchange and power: Issues of structure and agency. In Jonathan H. Turner (Ed.) Handbook of sociological Theory. New York: Kluwer.
Einarsen, S. (1999). The nature and causes of bullying at work. International Journal of Manpower, 20, 16-27.
Einarsen, S. (2000). Harassment and bullying in the workplace: A review of the Scandinavian approach. Aggression and Violent Behavior, 5, 379-401.
Einarsen, S., Hoel, H., Zapf, D. & Cooper, C. L. (2003). The concept of bullying at work: The European tradition. In S. Einarsen, H. Hoel, D. Zapf & C. L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice: 3-30. London: Taylor and Francis.
Einarsen, S., Raknes, B. I., & Mattheisen, S. B. (1994). Bullying and harassment at work and their relationships to work environment quality: An exploratory study. The European Work and Organizational Psychologist, 4, 381-401.
Emerson, R. M. (1962). Power-dependence relations. American Sociological Review, 27, 31-41.
Geen R. G. (2001). Human aggression (2nd ed.) Philadelphia: Open university.
Hoel, H., Rayner, C., & Cooper, C. L. (1999). Workplace bullying. In C.L. Cooper & I.T. Robertson (Eds.). International review of industrial and organizational psychology, 14, 195-230.
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Interrieden, E. J. (2005).Shocks as causes of turnover: What they are and how organizations can manage them. Human Resource Management, 44, 337–352.
Hoobler, J. M., & Brass, D. J. (2006). Abusive supervision and family undermining as displaced aggression. Journal of Applied Psychology, 5, 1125-1133.
Keashly, L. (1998). Emotional abuse in the workplace: Conceptual and empirical issues. Journal of Emotional Abuse, 1, 85-117.
Keashly, L., & Jagatic, K. (2003). By any other name: American perspectives on workplace bullying. In S. Einarsen, H. Hoel, D. Zapf, & C. Cooper (Eds.), Bullying and emotional abuse in the workplace: International research and practice perspectives: 31-61. London: Taylor & Francis.
Leymann, H. (1996). The content and development of mobbing at work. European Journal of Work and Organizational Psychology, 5, 165-184.
Macky, K., & Boxall, P. (2016). High performance work systems: Involvement versus intensification. In N.M. Ashkanasy, R.J. Bennet, & M.J. Martinko (Eds.), Understanding the high performance workplace. The line between motivation and abuse: 85-98. London, England: Routledge.
Marcus, B., & Schuler, H. (2004). Antecedent of counterproductive behavior at work: A general perspective. Journal of Applied Psychology, 89, 647-660.
Morrison, E. W., & Robinson, S. L. 1997. When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22, 226-257.
Neuman, R. A., & Baron, J. H. (1998). Workplace violence and workplace aggression: Evidence concerning specific forms, potential causes, and preferred targets. Journal of Management, 24, 391-419.
Rayner, C. & Hoel, H. (1997). A summary review of literature relating to workplace bullying. Journal of Community and Applied Social Psychology, 7, 181-191.
Robinson, S. L., & Morrison, E. W. (1995). Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior, 16, 289-298.
Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15, 245-259.
Roland, E. (1989). Bullying: The Scandinavian research tradition. In D. P. Tattum & D. A. Lane (Eds.), Bullying in schools: 21–32. Stoke-on-Trent, England: Trentham Books Limited.
Rosen, C. C., Chang, C. H., Johnson, R. E., & Levy, P. E. (2009). Perceptions of the organizational context and psychological contract breach: Assessing competing perspectives. Organizational Behavior and Human Decision Processes, 108, 202-217.
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 7, 121-139.
Rousseau, D. M. (1990). New hire perceptions of their own and their employer’s obligations: A study of psychological contracts. Journal of Organizational Behavior, 11, 289-300.
Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human Relations, 56, 1213-1232.
Schein, E. (1985). Organizational Culture and Leadership. San Francisco: Jossey-Bass.
Schein, E. (1990). Organizational Culture. American Psychologist, 45, 109-119.
Shore, L. M., & Barksdale, K. (1998). Examining degree of balance and level of obligation in the employment relationship: A social exchange approach. Journal of Organizational Behavior, 19, 731-744.
Shore, L. M., & Tetrick, L. E. (1994). The psychological contract as an explanatory framework in the employment relationship. In C. L. Cooper & D. M. Rousseau (Eds.). Trends in organizational behavior: 91-109. New York: Wiley.
Tedeschi, J. T., & Felson, R. B. (1994). Violence, aggression and coercive actions. Washington, DC: American Psychological Association.
Vartia, M. (1996). The sources of bullying - psychological work environment and organizational climate. European Journal of Work and Organizational Psychology, 5, 203-214.
Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of PC breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60, 647–680.
Anderson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24, 452-471.
Aquino, K., & Lamertz, K. (2004). A relational model of workplace victimization: Social roles and patterns of victimizations in dyadic relationships. Journal of Applied Psychology, 89, 1023-1034.
Archer, J., Ireland J. L., & Power C. L. (2007). Differences between bullies and victims, and men and women, on aggression-related variables among prisoners. British Journal of Social Psychology, 46, 299-322.
Archer, J., & Southall, N. (2009). Does cost-benefit analysis or self-control predict involvement in bullying behavior by male prisoners? Aggressive Behavior, 35, 31-40.
Ayoko, O. B., Callan, V. J., & Hartel, C. E. (2003). Work place conflict, bullying and counterproductive behaviors. International Journal of Organizational Analysis, 11, 283-301.
Bennett, R. J., & Robinson, S. L. (2003). The past, present and future of workplace deviance research. In J. Greenberg (Ed.). Organizational behavior: The state of the science: 247-281(2nd ed.) Mahwah, NJ: Erlbaum.
Baillien, E., Rodríguez-Muñoz, A., De Witte, H., Notelaers, G. and Moreno-Jiménez, B. (2011). The demand control model and target’s reports of bullying at work: a test within Spanish and Belgian blue-collar workers. European Journal of Work and Organizational Psychology, 20, 157–177.
Bordia, P., Restubog, S. L. D., & Tang, R. L. (2008). When employees strike back: Investigating the mediating mechanism between psychological contract breach and workplace deviance. Journal of Applied Psychology, 93, 1105–1117.
Branch, S., Ramsay, S., & Barker, M. (2013). Workplace bullying, mobbing and general harassment: A review. International Journal of Management Reviews, 15, 280–299.
Brodsky, C. M. (1976). The harassed worker. Lexington, D.C.: Health and Company.
Cleveland, J. N. & Kerst M. E. (1993). Sexual harassment and perceptions of power: An under-articulated relationship. Journal of Vocational Behavior, 42, 49–67.
Cook, K. S., & Rice, E. R. (2001). Exchange and power: Issues of structure and agency. In Jonathan H. Turner (Ed.) Handbook of sociological Theory. New York: Kluwer.
Einarsen, S. (1999). The nature and causes of bullying at work. International Journal of Manpower, 20, 16-27.
Einarsen, S. (2000). Harassment and bullying in the workplace: A review of the Scandinavian approach. Aggression and Violent Behavior, 5, 379-401.
Einarsen, S., Hoel, H., Zapf, D. & Cooper, C. L. (2003). The concept of bullying at work: The European tradition. In S. Einarsen, H. Hoel, D. Zapf & C. L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice: 3-30. London: Taylor and Francis.
Einarsen, S., Raknes, B. I., & Mattheisen, S. B. (1994). Bullying and harassment at work and their relationships to work environment quality: An exploratory study. The European Work and Organizational Psychologist, 4, 381-401.
Emerson, R. M. (1962). Power-dependence relations. American Sociological Review, 27, 31-41.
Geen R. G. (2001). Human aggression (2nd ed.) Philadelphia: Open university.
Hoel, H., Rayner, C., & Cooper, C. L. (1999). Workplace bullying. In C.L. Cooper & I.T. Robertson (Eds.). International review of industrial and organizational psychology, 14, 195-230.
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Interrieden, E. J. (2005).Shocks as causes of turnover: What they are and how organizations can manage them. Human Resource Management, 44, 337–352.
Hoobler, J. M., & Brass, D. J. (2006). Abusive supervision and family undermining as displaced aggression. Journal of Applied Psychology, 5, 1125-1133.
Keashly, L. (1998). Emotional abuse in the workplace: Conceptual and empirical issues. Journal of Emotional Abuse, 1, 85-117.
Keashly, L., & Jagatic, K. (2003). By any other name: American perspectives on workplace bullying. In S. Einarsen, H. Hoel, D. Zapf, & C. Cooper (Eds.), Bullying and emotional abuse in the workplace: International research and practice perspectives: 31-61. London: Taylor & Francis.
Leymann, H. (1996). The content and development of mobbing at work. European Journal of Work and Organizational Psychology, 5, 165-184.
Macky, K., & Boxall, P. (2016). High performance work systems: Involvement versus intensification. In N.M. Ashkanasy, R.J. Bennet, & M.J. Martinko (Eds.), Understanding the high performance workplace. The line between motivation and abuse: 85-98. London, England: Routledge.
Marcus, B., & Schuler, H. (2004). Antecedent of counterproductive behavior at work: A general perspective. Journal of Applied Psychology, 89, 647-660.
Morrison, E. W., & Robinson, S. L. 1997. When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22, 226-257.
Neuman, R. A., & Baron, J. H. (1998). Workplace violence and workplace aggression: Evidence concerning specific forms, potential causes, and preferred targets. Journal of Management, 24, 391-419.
Rayner, C. & Hoel, H. (1997). A summary review of literature relating to workplace bullying. Journal of Community and Applied Social Psychology, 7, 181-191.
Robinson, S. L., & Morrison, E. W. (1995). Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior, 16, 289-298.
Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15, 245-259.
Roland, E. (1989). Bullying: The Scandinavian research tradition. In D. P. Tattum & D. A. Lane (Eds.), Bullying in schools: 21–32. Stoke-on-Trent, England: Trentham Books Limited.
Rosen, C. C., Chang, C. H., Johnson, R. E., & Levy, P. E. (2009). Perceptions of the organizational context and psychological contract breach: Assessing competing perspectives. Organizational Behavior and Human Decision Processes, 108, 202-217.
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 7, 121-139.
Rousseau, D. M. (1990). New hire perceptions of their own and their employer’s obligations: A study of psychological contracts. Journal of Organizational Behavior, 11, 289-300.
Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human Relations, 56, 1213-1232.
Schein, E. (1985). Organizational Culture and Leadership. San Francisco: Jossey-Bass.
Schein, E. (1990). Organizational Culture. American Psychologist, 45, 109-119.
Shore, L. M., & Barksdale, K. (1998). Examining degree of balance and level of obligation in the employment relationship: A social exchange approach. Journal of Organizational Behavior, 19, 731-744.
Shore, L. M., & Tetrick, L. E. (1994). The psychological contract as an explanatory framework in the employment relationship. In C. L. Cooper & D. M. Rousseau (Eds.). Trends in organizational behavior: 91-109. New York: Wiley.
Tedeschi, J. T., & Felson, R. B. (1994). Violence, aggression and coercive actions. Washington, DC: American Psychological Association.
Vartia, M. (1996). The sources of bullying - psychological work environment and organizational climate. European Journal of Work and Organizational Psychology, 5, 203-214.
Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of PC breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60, 647–680.
