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PREVENTION
預防
指導老師：李金泉
學
生：李英如
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一、Policy
一、政策
Typical methods of preventing
workplace bullying include a
clearly articulated ‘no bullying’
policy, training which includes
knowledge of responsibilities and
obligations of employers and
employees alike, as well as an
effective risk identification and
system for complaints (McCarthy,
Henderson, Sheehan and Barker
2002; Vartia, Korppoo, Fallenius
and Mattila2003).
防止職場霸凌的典型方法包含明
確表述“禁止霸凌”的政策，培訓
職責的認識和雇主與員工的責任
是一樣的，以及有效的風險識別
和申訴系統 (McCarthy,
Henderson, Sheehan and Barker
2002; Vartia, Korppoo, Fallenius
and Mattila2003)。
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When respondents were asked
about how to deter workplace
bullying in a questionnaire study of
512 Chartered Management
Institute members in the United
Kingdom, four strategies were
rated highly: training, a contact
point for advice, the provision of
an internal confidential counselling
service, and external mediation
(Woodman and Cook 2005).
512英國特許管理學會的成員在
一個問卷調查中被訪問到如何制
止職場霸凌，所提出的四種策略
獲得了高度評價：培訓、接觸點
、提供內部保密的諮詢服務和外
部調解 (Woodman and Cook
2005)。
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Furthermore, Woodman and Cook
(2005) provide additional insight
into the use and possible
importance of a workplace
bullying policy. When asked to
rate their organisation’s ability to
deter bullying, 70 per cent of
respondents from organisations
that had a formal policy addressing
workplace bullying felt their
organisation was quite effective or
very effective at deterring bullying
(Woodman and Cook 2005).
此外，Woodman and Cook(2005)
提供進一步了解使用和職場霸凌
政策的可能之重要性。當問到評
價他們自己的組織阻止霸凌的能
力，從組織有個正式策略來處理
職場霸凌之受訪者來看，70％的
人認為他們的組織很有效或非常
有效地阻止霸凌 (Woodman and
Cook 2005)。
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採取的立場
抵抗
集體霸凌
不要協助傳播小道消息
不相信惡意的謠言
通報霸凌行為
保護霸凌的受害者
獲得幫助
"圖22.5來源：澳大利亞職場霸凌
http://www.workplacemobbing.com/m
obbing.html；致謝：Linda Shallcross
(設計師)"
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The percentage of respondents rating the
organisation as favourable was reduced
considerably when the organisation had no
formal policy (Woodman and Cook 2005).
Therefore, the provision of a workplace
bullying policy appears to be a potentially
effective method by which organisations
may begin to prevent workplace bullying.
Participants in the Woodman and Cook
(2005) study identified the need to involve
a wide range of stakeholders, including
line managers and employees, in the
development and implementation of the
policy. It is recommended that a
workplace bullying policy should be
widely available and include clearly
defined terms (Richards and Daley 2003).
當組織沒有正式策略時，受訪者
在評價組織的良好比例會明顯降
低(Woodman and Cook 2005)。
因此，組織可以開始提供職場霸
凌的政策，以防止職場霸凌潛在
的有效方法。參與者在Woodman
and Cook(2005)研究發現，在政
策的制定和實施之下，需要涉及
到廣泛的利益相關者，包括現場
主管和員工。建議在工作場所中
，職場霸凌政策應該要被廣泛使
用，包括明確清晰的術語。
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二、Training
二、訓練
As suggested by McCarthy et al.
(2002), a training programme that
includes information on the
responsibilities and obligations of
employers and employees is one
measure to prevent workplace
bullying. Awareness raising about
what constitutes workplace
bullying, its impacts, and what
interventions can occur are vital
steps in preventing workplace
bullying and should take place
throughout the whole organisation
(McCarthy et al. 2002).
McCarthy等人(2002年)所建議的
，一個培訓方案，其中包括雇主
和員工的責任與義務的信息是一
項防止職場霸凌措施。提高認識
關於什麼會構成工作職場霸凌，
那它的衝擊以及可能會發生什麼
樣的干預措施是防止工作場所霸
凌的重要步驟，並且可以發生遍
及整個組織(麥卡錫等，2002)。
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Training about workplace bullying
should outline the importance of
clear objectives, roles and
processes within the workplace, as
well as the causes, impacts and
how workplace bullying is handled
in the workplace (Vartia et al.
2003). It is suggested that training
should also be provided to
managers on how to manage cases
of bullying (McCarthy et al. 2002;
Richards and Daley 2003).
訓練有關於在職場霸凌中應列出
明確目標，在工作場所內的角色
和過程，以及產生的原因和衝擊
還有在工作場所中如何處理職場
霸凌的重要性(Vartia等，2003)。
有人建議，訓練也應提供給管理
者如何管理霸凌的情況
(McCarthy et al. 2002; Richards
and Daley 2003)。
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三、Coping skills and resilience
三、應對技巧和復原能力
The promotion of coping skills and
resilience is also suggested as essential to
assist targets to handle workplace bullying
experiences (McCarthy et al. 2002). In an
earlier study, McCarthy et al. (1995) found
that training in interpersonal skills, conflict
resolution and stress management assisted in
helping targets of workplace bullying
manage the behaviours of perpetrators
better. Dispelling the myths of workplace
bullying through awareness training may
also assist in increasing targets’ and
potential targets’ resilience to workplace
bullying (McCarthy et al. 2002).
提升應對技巧和復原能力也認為
是必要的，以幫助受害者來處理
職場霸凌的經歷(McCarthy et al.
2002)。在早先的研究，
McCarthy等人(1995) 發現，訓練
是在解決人際關係的技巧和衝突
解決以及協助壓力的管理，協助
職場霸凌之受害者的行為，並對
加害者的管理。通過宣傳培訓能
幫助消除霸凌的神秘感，也可以
提高幫助復原受害者和潛在受害
者的職場霸凌(McCarthy et al.
2002)。
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