如何定義職場霸凌？
How is workplace bullying defined？
林淑媛
1
儘管近幾十年來致力於職場霸凌的研究有增
加的趨勢，職場霸凌與職場上的反生產行為
（如騷擾） ，有其相異及相似的形式，兩
者的存在令人相當的混淆。
Despite increased research focus on workplace
bullying in recent decades, considerable confusion
exists as to what workplace bullying is and how it
differs from, or is similar to, other forms of
counter-productive behaviours in the workplace
(e.g. harassment).
2
事實上，職場霸凌事件有其已知的複雜性，一些研
究者希望完成職場霸凌的一致性定義（ Rayner,
Hoel 和 Cooper,2002年 ）。儘管意見分歧，職場
霸凌的定義涵蓋在協議一般性的存在和幾個重要
的特點上（見圖22.2）
Indeed, given the complexity of workplace bullying
incidents, some researchers question whether it is even
possible to achieve a uniform definition of workplace
bullying (Rayner, Hoel and Cooper,2002). Despite
differences, agreement generally exists about the inclusion
of and importance placed on several characteristics within
the definition of workplace bullying (see Figure 22.2).
3
圖22.2
不適當的行為、權力不平衡持續、不合理或繼續受
威脅
Figure22.2
Inappropriate Behaviour Power Imbalance Persistent，
Unreasonable or On-going Threat
4
首先，職場霸凌行為通常被定義為不適當或不合
理的行為(Einarsen 和 Raknes 1997年; Gorman 1999
年; Hoel and Cooper 2001年; McCarthy1996年;
McCarthy, Sheehan和Kearns 1995年) 。
First, workplace bullying behaviours are often defined
as inappropriate or unreasonable Behaviours
(Einarsen and Raknes 1997; Gorman 1999; Hoel and
Cooper 2001; McCarthy1996; McCarthy, Sheehan and
Kearns 1995).
5
這些行為的例子，包括嘲笑人們、用眼睛監視他人的
工作、質疑他人的專業能力、散播破壞性謠言、激烈
的爆發和威脅 (Bassman 1992年; Rayner 和 Hoel 1997
年; Zapf和Einarsen 2001年) 。
Examples of such behaviours include ridiculing
people,keeping a constant eye on another’s work,
questioning another’s professional ability,spreading
damaging rumours, and explosive outbursts and threats
(Bassman 1992; Rayner and Hoel 1997; Zapf and
Einarsen 2001).
6
第二，定義職場霸凌強調不當行為持續地發生或定期
發生在一段時間（Einarsen 2000年；Einarsen等人
2003年;Einarsen和Mikkelsen 2003年，Hoel 1997年;
Smith 1997年）。據Hoel和Cooper （2001年）“長期性
的現象是問題最顯著的特徵之一“（第4頁）。
Second, definitions of workplace bullying emphasise that
inappropriate behaviours occur
persistently or regularly over a period of time (Einarsen
2000; Einarsen et al. 2003; Einarsen and Mikkelsen
2003;Hoel 1997; Smith 1997).According to Hoel and
Cooper (2001), ‘the long-term nature of the
phenomenon is one of the most salient features of the
7
problem’ (p.4).
事實上，一些研究者解釋職場霸凌為某種形式的衝突
升級，攻擊強度升級，在目標上增加了負面影響
（Einarsen和Skogstad 1996年; Leymann和
Gustafsson 1996年）。
一個重要的變化為持續的概念及“持續威脅”行為可
能升級（Zapf 2004年）。例如，口頭攻擊可能會引
起持久的恐懼，它可能會復發。
In fact, some researchers have explained workplace
bullying as a form of conflict escalation in which the
intensity of the attacks escalates, with increasingly
negative effects on the target (Einarsen and Skogstad 1996;
Leymann and Gustafsson 1996).
An important variation to the concept of persistent and
possibly escalating behaviour is the notion of ‘ongoing
threat’ (Zapf 2004).For example, a verbal attack on
someone may induce a long-lasting fear that it could recur.8
第三，存在雙方（Keashly和Jagatic 2003年）
間不平衡的力量時常被視為一個重要的定義元
素。因此，當雙方擁有平等的力量時，衝突則
不會被認為是職場霸凌（Hoel和Cooper 2001年·
Rayner等人，2002年）。
Third, the existence of a power imbalance between
the two parties (Keashly and Jagatic
2003) is often regarded as an essential definitional
component. Thus, when the two partieshave an
equal balance of power, the conflict would not be
considered workplace bullying(Hoel and Cooper
2001; Rayner et al. 2002).,
9
一般情況下，依賴於目標的一部分被援引作為不
平衡發展，一個主要的原因，職場霸凌是無法為
自己辯護（例如，因為另一個人擁有較大的權力，
正式權力/或非正式的權力，如訊息或影響）。
Commonly, dependency on the part of the target is cited
as a prime reason for a power imbalance developing,and
for targets of workplace bullying being unable to defend
themselves (e.g. because another person possesses
greater formal, hierarchical power and/or informal power
such as access to information or influence).
10
更重要的是，它的力量，使人們難以對職場霸
凌成為自己辯護的目標，因此職場霸凌雙方之
間不平衡的權力是一個本質特徵的定義
（Einarsen 2000年）。
Importantly, it is the power imbalance between
the two parties that makes it difficult for targets
of workplace bullying to defend themselves and
is therefore an essential characteristic of the
definition of workplace bullying (Einarsen
2000).
11
總之，最重要的職場霸凌定義性特徵似乎是持久使
用不恰當的行為（無論是經常使用的這些行為，作
為一個單一的事件的結果或正在進行的威脅）因為
不平衡的力量，使得目標無法防禦自己（Einarsen
2000年）。可以看出這些特徵的要素，被廣泛接受
在學術定義：
In summary, the important defining characteristics of
workplace bullying appear to be the persistent use of
inappropriate behaviours (be it regular use of these
behaviours, or an ongoing threat as a result of a single
event), coupled with the inability of the target to defend
themselves owing to a power imbalance (Einarsen
2000). Elements of these characteristics can be seen in
the following, widely accepted academic definition:
12
霸凌在這個工作上的定義是騷擾，冒犯，社會上會
被排擠或某人的工作任務產生負面的影響。為了要
讓標籤的霸凌(或者欺凌) 能適用於特別活動，相互
作用或發生在反覆和規律(例如 每周)的一段時期
(例如 大約6個月)的過程。
Bullying at work means harassing, offending, socially
excluding someone or negatively affecting someone’s
work tasks. In order for the label bullying (or mobbing)
to be applied to a particular activity, interaction or
process it has to occur repeatedly and regularly
(e.g. weekly) and over a period of time (e.g. about six
months).
13
霸凌在一種增加或升級的過程，在這一過程中，人
們對結束處於劣勢和變成目標系統的負面社會行為。
衝突不能被稱為霸凌，如果事件是一個孤立的事件，
或雙方大約相等強度的衝突（Einarsen等人，2003
年，第15頁）。
Bullying is an escalating process in the course of
which the person confronted ends up in an inferior
position and becomes the target of systematic
negative social acts. A conflict cannot be called
bullying if the incident is an isolated event or if two
parties of approximately equal ‘strength’ are in
conflict (Einarsen et al. 2003, p.15).
14
而且，能力的概念和不適當的持久行為是
包括在以下的實際的定義裡。不過，如前所說，的
差別的職場霸凌定義只是開啟職場霸凌的複雜性事
件(Rayner等人 2002年).
Furthermore, the concepts of power and inappropriate –
persistent behaviours are included in the following
practical definition. However, as mentioned earlier,
differences in definitions of workplace bullying only
begin to highlight the complexity of workplace bullying
incidents (Rayner et al. 2002).
15
職場霸凌是執著的不可接受攻擊，威嚇，
存心不良，侮辱或者令人感到恥辱的行為，
濫用權力或者權威，企圖破壞員工個人或
團體，這可能會導致他們遭受的壓力
“ (UNISON 2003年) .
Workplace Bullying is ‘persistent nacceptable
“offensive, intimidating, malicious, insulting or
humiliating behaviour, abuse of power or
authority which attempts to undermine an
individual or group of employees and which may
cause them to suffer stress”’ (UNISON 2003).
16
你在大學學習或者在工作上可能喜歡探索職場霸
凌，職場霸凌的定義有相似或者不同的要素，都
歸入了定義。
You might like to explore the workplace bullying
definition the University at which you are studying or
organisation you are working in uses and how their
definition of workplace bullying is similar or different to
the definitions provided here, and what elements are
included in the definition.
17
感謝聆聽！
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