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Workplace
Bullying
霸
職場
層級
凌
個人
INDIVIDUAL
LEVEL
NA47Y013 沈佳蓉
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個人層級
INDIVIDUAL LEVEL
基本上，研究人員將職場霸凌概念視為一種個人現象，
並針對受害者及加害者的人格特質或人際關係進行研究
（Einarsen等，2003）。
In the main, researchers have conceptualized and investigated
workplace bullying as an individual phenomenon,
through research into the personality of targets and perpetrators,
or as an interpersonal phenomenon (Einarsen et al. 2003).
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個人層級
INDIVIDUAL LEVEL
譬如，愛爾蘭職場霸凌研究，
For instance, an Irish study into
經研究人員鑒定後發現，
workplace bullying found that
受害者具有
targets of bullying were identified
內向害羞、
by the researchers as
負責盡職、
敏感神經質
及順從服從等特質
（Coyne等，2000）。
introverted,
conscientious, neurotic
and submissive
(Coyne et al. 2000).
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確實，
具有低自尊自卑此特質的人，
普遍被認為
更容易成為受害者。
Indeed, it is commonly suggested
that individuals with low
self-esteem
may be more often targeted.
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個人層級
INDIVIDUAL LEVEL
然而，Harvey等（2006）非常巧妙地提出五大於工作上構成個
人自尊的要素，而加害者可以直接集中火力針對一個或多個要
素進行攻擊，因為任何一種都能擴大暴露受害者的弱點。
Harvey et al. (2006), however, very elegantly suggest that there are
five elements
to an individual’s self-esteem at work, any of
which may increase the target’s
vulnerability in that the bully
can direct their energies towards one or a number of these areas.
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個人層級
INDIVIDUAL LEVEL
五大要素包括個人的
１)認知能力；
２)情緒成熟度；
３)個人及專業成就；
４)
組織網路
（換句話說此人很受人喜愛）
與個人聲望；以及
The five elements include an individual’s:
1) cognitive
ability;
2) emotional
maturity;
3) personal and professional achievements ;
4) organizational
network
(i.e. if the person is well liked)
and the individual’s
５)外貌特徵
5) physical
（Harvey等，2006）。
(Harvey et al. 2006).
character; and
characteristics
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個人層級
INDIVIDUAL LEVEL
不過，總括來說，
為了顧及到
受害者所顯現出的
特定人格特質或是特徵
所造成的結果，必須要謹慎小心。
（Rayner等，2002）。
Caution must be taken, however, when considering results
that indicate that targets of workplace bullying have
particular personality traits or characteristics
(Rayner et al. 2002).
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個人層級
INDIVIDUAL LEVEL
一些研究人員對於人格特質鑒定出的結果爭論不已，
因其能夠描述出霸凌過程所發生的概況
（見Quine，1999） 。
Some researchers argue that results
that identify personality traits could actually be describing profiles
that have occurred as a result of
the bullying
process
(see Quine 1999).
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個人層級
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而另一些研究人員則認為，
應該研究受害者的
「責怪受害者」人格，
而不是在似乎看起來
更加公正客觀，
但卻幾近不了解
這種情況的狀態之下
去顯現反映。
Others have suggested
that researching the target’s personality
‘blames
the victim’,
rather than reflecting
a more balanced approach
to understanding
the circumstances of
the situation.
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個人層級
INDIVIDUAL LEVEL
但是，Keashly和Harvey （2006） 提出職場霸凌中的
受害者及加害者之間
可能因為矛盾衝突而存在著敵對關係，
在一些情境之下，去探索個人因素是個有效的方法，
探索對象包含那些受害者。
However, Keashly and Harvey (2006) suggest
that because conflicts like workplace bullying can be defined as
a hostile
relationship between target and perpetrator,
exploring individual factors, including
those of the target, is a valid approach in some circumstances.
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個人層級
INDIVIDUAL LEVEL
In addition to research
which has focused on
the targets of
學術探討除了聚焦在職場霸凌中
的受害者之外，亦對於加害
者之人格進行研究（
Einarsen等 ，2003）。
workplace bullying,
the personality of
the perpetrator
has also been investigated
(Einarsen et al. 2003).
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個人層級
INDIVIDUAL LEVEL
與「具有低自尊自卑特質者，會導致侵犯與暴力行為的產生」這
個常見的假設相反，Baumeister、Smart與Boden（1996）在關於侵
犯行為的研究中提出一假設論述，高自尊自傲結合自我
威脅才是造成侵犯與暴力行為的主要原因。
Counter to the common assumption that low self-esteem leads to
aggression and violence, Baumeister, Smart and Boden (1996), in a
theoretical review of research into aggression, proposed that
self-esteem combined with ego threat
is a
high
major
cause of aggression and violence.
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在一項研究中，針對Baumeister等（1996）所提出之概念進行試驗，
Stucke及Sporer（2002）深入探究
「自戀（個人自傲但具不穩定的高自尊）、
清晰的自我概念與侵犯行為」三者間之關係。
In a study that tested Baumeister et al.’s (1996) conceptualisation,
Stucke and Sporer (2002) explored the relationship between
narcissism (individuals with an inflated but unstable selfesteem),self-concept clarity and aggression.
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他們發現到高自戀伴隨著清晰的低自我概念皆會反映在憤
怒與侵犯行為上，而低自戀的參與者則顯示出無侵犯行為
（Stucke和Sporer 2002，第309頁）。
The authors found that ‘high narcissists,
with low self-concept clarity reacted with
anger and aggression’,
while less narcissistic participants displayed
no aggression
(Stucke and Sporer 2002, p.309).
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個人層級
INDIVIDUAL LEVEL
儘管最主要是針對職場霸凌中的
Despite the body of research into
the personality of workplace
受害者及加害者之人格進行研究
bullying targets and perpetrators,
，但Rayner和他的同仁們（2002
Rayner and
）仍提出對於運用
人格篩選
去鑒定潛在的受害者及加害者是
一點效用都沒有的。
her colleagues(2002) suggest
that using personality
screening would
not be useful in identifying
potential targets and bullies.
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INDIVIDUAL LEVEL
由於最主要的困難點在於
「鑒定出的人格特質是否就是產生霸凌的原因或結果」，
且除了人格之外,
仍顯現出有其他因素能夠單獨影響著職場霸凌的發生。
This is mainly due to the difficulty of identifying
whether personality
traits were a cause or effect of bullying
and that factors other than personality alone appear
to influence the occurrence of workplace bullying.
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