The Organizational Context of Supervisory Bullying: Diversity/Equity and Work-Family Policies
利用德国雇主-雇员匹配数据，研究组织多样性/公平政策和工作家庭政策如何与监督欺凌相关，发现女性导师项目和工作家庭政策的使用频率与欺凌水平有关，尤其当员工与主管性别不同时。
The impact of harmful social relations in the workplace, such as workplace bullying, has become abundantly clear to the social sciences. However, data limitations have prevented researchers from fully examining the organizational component of workplace bullying. Using a sample of linked-employer-employee data collected from the German working population, this paper shows how the interaction of organizational attributes and individual characteristics of workers (specifically, gender) is associated with how workplace bullying manifests itself. A series of diversity/equity and work-family policies are examined. Results show that some programs, but not all, are associated with workplace bullying. More frequent organizational use of mentoring programs for women is associated with higher levels of supervisory bullying, while more frequent use of work-family policies is associated with higher levels of supervisory bullying in cases where the employee and supervisor are different genders.