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班
級：碩專人資一甲
科
目：組織安全文化
指導教授：李金泉
學
號：NA47Y004
報 告 人：林麗香
Power relationships within organizations have gained importance
recently as work environments have become more increasingly
complex and unpredictable (Asch and Salaman 2002).
近來，組織內部的權力關係已越來越重要，如同職場變得日趨複
雜且不可預測。
Power and how it is used constitutes a central concept when
discussing relationships in organizations.
在討論組織中的人際關係時，權力及其如何運用構成一個核心概
念。
Indeed power is especially relevant to any discussion of
workplace bullying (Hoel and Salin 2003), which often focuses
on an imbalance of power between those involved and the
defenselessness of the recipients (Keashly and Jagatic 2003).
事實上，特別是權力被用來討論職場霸凌時，往往著重於那些
權力失衡和無法自我防衛的受害者。
As introduced earlier, one concept closely related to power is
dependency.
正如先前所介紹的，和權力密切相關的概念是依附性。
Importantly, it is the target’s dependency on the offender that
produces the power imbalance necessary for bullying to occur
(Einarsen et al. 2003; Keashly and s Jagatic 2003).
更重要的，是它的受害者導致依附加害者所產生的權力失衡的
霸凌。
Bassman (1992) even states,‘one common thread in all abusive
relationships is the element of dependency.
貝斯曼(Bassman)甚至指出＂在所有的虐待關係中有一個共通
的線索：依賴＂。
The abuser controls some important resources in the [target’s]
life, the [target] is dependent on the abuser’ (p.2).
加害者會控制受害者生活中的一些重要資源，而受害者則會依
附施虐者。
For example, staff rely on managers for direction, resources and
rewards, while managers are dependent on staff to be
productive and fulfill the goals of the organization (Cook,
Yamagishi and Donnelly 1997).
舉例來說，員工依附管理者所給的方向、資源和報酬，而管理
者則依附員工的生產力和實現組織目標。
If however, either party denies or hinders the other person in
achieving their goals then power can be derived (Emerson 1962).
然而，如果任一方拒絕或阻礙其他人實現目標，權力即可衍生。
Group processes may also play a role in the occurrence of
workplace bullying (Zapf and Einarsen 2003).
群體互動過程可能也在職場霸凌中發生了發揮的作用。
Einarsen and his colleagues (2003), for example, suggest that
being a member of a group which is considered to be outside the
accepted dominant culture may be the only reason some people
are bullied.
例如，艾那森(Einarsen)和他的同事表示，當一個團體的成員
被排除在公認的主流文化之外，可能是導致某些人被霸凌的唯
一理由。
Indeed, Zapf (1999) proposed that some group processes (e.g.
scapegoating) are also related to workplace bullying.
事實上，查普夫(Zapf)提出，一些小團體活動（如尋找代罪羔
羊）也與職場霸凌有關。
Group characteristics such as ethnicity (Fox and Stallworth
2004; Rayner and Hoel, 1997), gender (Djurkovic, McCormack
and Casimir 2004), age (Zapf, cited in Zapf and Einarsen 2003),
and organizational status differences (Hoel, Cooper and
Faragher 2001), such as the division between management and
staff (Jablin, 1986), have been found to be related to workplace
bullying.
團體的特點有：種族、性別、年齡和在團體中的地位差異，目
前已發現像是管理人員和工作人員之間的區隔，也與職場霸凌
有關。