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REDRESS OR RESOLUTION
補救或解決方案
班級：教碩一甲
老師：李金泉 教授
學生：MA41F302 廖尹秀
SUPPORT
It is recommended that support via
employee assistance schemes and
human relations systems,such as
counselling, be provided to both
parties (McCarthy et al. Daley 2003;
Tehrani 2003)
 經由支援員工的援助方案與人際關係，如
諮詢，建議提供給雙方（麥卡錫等人戴利
2003; 2003德黑蘭尼）
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Indeed, ‘support at work may
function as a buffer against stress
by providing resources to enable
[targets] to cope’ (Quine 1999,
p.231).
 的確，（1999奎因，第231頁）工作支援能
透過提供資源給受害者使其能應付霸凌，
並以此作為對抗壓力的緩衝“。
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Conversely, it has been suggested
that the lack of support is central
to the ability or inability of
targets to cope (Lewis and Orford
2005; Leymann and Gustafsson 1996;
Matthiesen, Aasen, Holst,Wie and
Einarsen 2003).
 相反地，缺乏支援是攸關受害者處理霸凌
的能力與否 (Lewis and Orford 2005; Leymann
and Gustafsson 1996; Matthiesen, Aasen,
Holst,Wie and Einarsen 2003).
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In an important interview study of
15 college and university lecturers
who had experienced workplace
bullying, Lewis (2004) found that
targets experience profound
feelings of shame.
 在一場對15所學院與大學的講師之職場霸
凌重要訪談裡，研究顯示結果，劉易斯
（2004）發現，被害者會感到深刻的羞恥
感。
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Furthermore, despite the recognition that
the provision of support is important in
assisting targets to cope with workplace
bullying (Lewis and Orford 2005; Leymann
and Gustafsson 1996; Matthiesen et al.
2003),
 此外，儘管承認提供支持以及協助受害者以面
對職場霸凌是很重要的(Lewis and Orford
2005; Leymann and Gustafsson 1996;
Matthiesen et al. 2003)
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research indicates that targets are
reluctant to seek support from an
organisation that is perceived to
be ineffective in addressing
workplace bullying (Ferris 2004;
Hoel and Cooper 2000).
 研究表示，受害者並不願意向無效處理職
場霸凌的組織尋求支持 (Ferris 2004;
Hoel and Cooper 2000).
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謝謝聆聽
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