臺灣博碩士論文加值系統

在台灣，隨著學童霸凌事件及過度工作量造成過勞死事件頻傳，職場霸凌開始引起注意，且現在企業所處的環境瞬息萬變，競爭壓力愈加擴大之下，企業主管和員工或員工之間發生摩擦情形日益激烈，甚至因摩擦、強烈對立而導致職場霸凌發生，不但影響員工的身心健康，企業經營績效也下降。本論文藉由人口統計、企業特性以及企業文化等因素來探討與職場霸凌之間的差異和相關性。本研究採用國外學者量表，以不限行業別之在職勞工為樣本，進行紙本及網路問卷調查，紙本總計發放210份，回收192 份，扣除答題太過一致性或不完整之問卷後，有效問卷173份，有效回收率82.38%；網路問卷共計取得1,349份，扣除答題太過一致性或不完整之問卷後，有效問卷1,203份，有效回收率89.18%；總計網路及紙本的有效問卷為1,376份，有效回收率88.26%。在本研究中，採用描述性統計、 t檢定、單因子變異數分析、相關分析及簡單迴歸等方法進行結果分析，歸納出下列發現。

台灣勞工遭受職場霸凌行為的現況，顯示仍有少數比例出現在每月、每週及每天持續發生，換句話說職場霸凌雖屬不常見之罕發事件，但確實存在職場當中。在個人霸凌方面，男性遭受個人相關的霸凌行為高於女性，担任服務及銷售的工作人員最易遭受個人相關的霸凌行為；在工作霸凌方面，以金融保險業最易發生工作相關的霸凌行為，研究結果也顯示工作相關的霸凌行為最易發生在員工人數為201~300人的企業；而不管是在個人霸凌或工作霸凌方面，工作性質為按件記酬者最易遭受霸凌行為，企業成立年數為16~20年的企業也最易發生霸凌行為。但如果是工作環境相當開放、和諧，重視人際關係、團隊精神，對員工採取支持和信任態度，行事態度謹慎保守，較不易接受重大風險及變革之組織，則勞工遭受職場霸凌頻率就越低。

In Taiwan, injury or death caused by bullying at school and workplace are often reported by the media. Workplace bullying has attracted a significant public attention recently. In this ever changing and fast paced competitive world, it is extremely easy for an individual who uses strength or power to intimidate others by fear. Bulling can cause a variety of physical and psychological effects on workers. And therefore, reduce the efficiency, productivity and profitability of the firm.

In this study, the difference and similarity of workplace bullying are analyzed based on the population surveillance, corporate characters and culture. Survey samples were picked up randomly from individuals, factories or offices. Both paper and e-mail format of questionnaire survey were used. 210 samples of paper questionnaire survey were issued, and 192 samples were received. The effective answer sheets were 173, and the recovery rate was 82.38%. With e-mail survey, 1,376 copies of questionnaire were issued. And the effective answer sheets were 1,203 copies. The recovery rate was 87.42%. Many statistical analyses were adapted, such as t-test analysis, one-way ANOVA analysis, correlation analysis and regression analysis.

From survey and data analysis, the following results and conclusions were obtained: Research indicated that the bullying activity still exists in public gatherings such as school or workplace, and had occurred randomly i.e. daily, weekly or monthly. For person-related bullying, men are bullied more than women, and workers in the retail and customer services industries are more targeted than others. Finance and insurance industries had the highest frequency of bullying. Research also showed that bullying occurred mostly at companies with 201-300 employees. Company that had been established between 16-20 years had shown higher frequency of workplace bullying. However, if the spirit of an organization is open-minded, harmonious, personal relationship focused, team-work focused, employees supported and trusted, conservative with no significant risks or changes, the lower bullying frequency is observed.

謝誌 i
摘要 ii
ABSTRACT iii
目錄 iv
表次 vi
圖次 vii
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機與目的 2
壹、 研究動機 2
貳、 研究目的 4
第三節 研究流程 4
第二章 文獻探討 6
第一節 企業文化 6
壹、 企業文化定義 6
貳、 企業文化組成要素 8
參、 企業文化類型 9
第二節 霸凌定義 12
壹、 職場霸凌界定 13
貳、 職場霸凌行為表現 20
參、 職場霸凌發生因素 26
肆、 職場霸凌造成之負向影響 27
伍、 職場霸凌之測量方式 28
第三章 研究方法 32
第一節 研究架構 32
第二節 研究問題與假設 33
壹、 研究問題 33
貳、 研究假設 34
第三節 研究樣本 35
第四節 研究變項之操作型定義 36
第五節 資料分析方法 39
壹、 信度分析(reliability analysis) 40
貳、 效度分析 (validity analysis) 40
參、 因素分析(factor analysis) 41
肆、 t檢定分析(t-test analysis) 41
伍、 單因子變異數分析(one-way ANOVA analysis) 42
陸、 相關分析(correlation analysis) 42
柒、 簡單迴歸(regression analysis) 42
第四章 實證分析 43
第一節 信度、效度及因素分析 43
壹、 企業文化量表 43
貳、 職場霸凌量表 46
第二節 研究樣本敍述性統計 49
壹、 人口統計變項 49
貳、 企業特性 51
參、 職場霸凌頻率現況分析 53
第三節 人口統計變項、企業特性在職場霸凌之差異分析 55
壹、 人口統計變項在職場霸凌之差異分析 55
貳、 企業特性在職場霸凌之差異分析 61
第四節 企業文化與職場霸凌 65
壹、 企業文化與職場霸凌之相關分析 65
貳、 企業文化與職場霸凌的迴歸分析 67
第五節 研究假設實證結果彙整 71
第五章 結論與建議 74
第一節 研究發現及結論 74
壹、 職場霸凌現況 74
貳、 人口統計變項在職場霸凌之差異性探討 75
參、 企業特性變項在職場霸凌之差異性探討 75
肆、 企業文化與職場霸凌之相關性及預測程度探討 76
第二節 後續研究建議 77
第三節 研究限制 77
參考文獻 79
附錄 企業特性、企業文化與職場霸凌關係之研究問卷調查 94

一、中文
1. 丁虹、司徒達賢、吳靜吉(1988)，企業文化與組織承諾關係之研究，管理評論，7，頁173-198。
2. 王佳雯、鄭雅文、李諭昇、徐儆暉 (2010)，職場社會心理危害調查監測制度之國際概況，台灣衛誌，Vol.29，No. 6。
3. 田佳杰 (2009)，職場霸凌對空服員工作活力影響之相關研究-以社會支持為調節變項，南台科技大學技職教育與人力資源發展研究所碩士學位論文。
4. 江岷欽 (1993)，組織分析，台北: 五南圖書出版股份有限公司。
5. 李志偉 (2011)，青少年霸凌類型與其影響因素調查研究，東華大學課程設計與潛能開發學系研究所碩士學位論文。
6. 李凱婷 (2011)，大高雄地區高齡族群人格特質與網路霸凌認知之相關研究，屏東教育大學教育科技研究所碩士學位論文。
7. 李宗霖 (2011)，台灣長期照護機構護理人員職場霸凌風險因子之研究，南開科技大學福址科技與服務管理研究所碩士學位論文。
8. 李銘毓 (2008)，職場霸凌、主管轉換型領導對員工安全行為之影響研究，南台科技大學技職教育與人力資源發展研究所碩士學位論文。
9. 李金泉 (2007)，精通SPSS統計分析實務與應用，台北:全華。
10. 林慧婷 (2011)，高雄市國中生霸凌行為與生活適應關係之研究，高雄師範大學教育學系研究所碩士學位論文。
11. 邱皓政 (2010)，量化研究與統計分析基礎版:SPSS中文視窗版資料與分析範例解析，台北:五南圖書出版股份有限公司。
12. 邱珍琬 (2001b)，國小校園欺凌行為與教師對應策略，屏東師院學報，15，頁41-80。
13. 吳思華 (2000)，策略九說:策略思考的本質，台北:臉譜。
14. 吳姍瑾 (2005)，企業文化、組織政治知覺和激勵因素對學習型組織、專業承諾與員工工作績效之關聯性研究-以高雄港務局為例，南華大學管理科學研究所碩士學位論文。
15. 河野豐弘 著、彭德中 譯(1990)，改造企業文化，台北:遠流出版事業股份有限公司。
16. 河野豐弘 著、彭德中 譯(1992)，改造企業文化，台北:遠流出版事業股份有限公司。
17. 林慈榕 (2009)，職場霸凌危害對員工安全態度及安全行為績效影響之評估-以造紙業為例，南台科技大學技職教育與人力資源發展研究所碩士學位論文。
18. 莊文隆 (2002)，企業文化認知、變革措施態度與組織承諾關係之研究，靜宜大學企業管理研究所碩士學位論文。
19. 黃英忠 (1998)，現代管理學，台北:華泰。
20. 許博宣 (2010)，職場霸凌、人格特質與身心健康之關聯性研究，輔仁大學心理學研究所碩士學位論文。
21. 陳昱秀(2011)，高雄市校園霸凌現況與相關因素之個案研究，中山大學高階公共政策研究所碩士學位論文。
22. 陳建銘 (2000)，台灣公營事業民營化變革中企業文化與員工態度關係之研究－以中國石油股份有限公司為例，南華大學亞洲太平洋研究所碩士學位論文。
23. 陳吳政 (2002)，組織文化、領導行為、工作滿足與組織承諾之關係研究-以嘉南地區銀行為例，成功大學企業管理研究所碩士學位論文。
24. 陳怡仁 (2006)，管理者個人背景因素和企業文化與領導型態之關聯性分析，成功大學企業管理研究所碩士學位論文。
25. 彭浩偉 (2008)，美國勞動法新突破「職場霸凌」有法可管，商業周刋，第1087期，頁166。
26. 蔡俊良 (1994)，組織文化、員工生涯定位與其生涯發展需求、工作滿意度之相關研究，彰化師範大學輔導學系碩士學位論文
27. 鄭清祥 (1991)，企業文化類型、企業策略與財務績效之關係研究，中山大學企業管理研究所碩士學位論文。
28. 鄭竣文(1995)，企業文化、管理風格、經營策略及經營績效之關係研究-以台灣及大陸兩地之中美日企業為例，成功大學企業管理研究所碩士學位論文。
29. 鄭永忠 (1996)，大型醫院、組織文化、組織運作、經營管理及經營績效之關係研究，成功大學企業管理研究所碩士學位論文。
二、英文
1. Adams, A. (1992a), Bullying at work: How to confront and overcome it, UK(London): Virago Press.
2. Agervold, M. (2007), Personality and social sciences bullying at work: A discussion of definitions and prevalence, based on an empirical study, Scandinavian Journal of Psychology, 48, pp. 161–172.
3. Allport, G. (1954), The nature of prejudice, MA: Addison Wesley.
4. Anderson, L. M. & Pearson, C.M. (1999), The spiraling effect of incivility in the workplace, Academy of Management Review, 24, pp. 452-471.
5. Archer, D. (1999), Exploring “bullying” culture in the para-military organisation, International Journal of Manpower, 20, pp. 94–105.
6. Ashforth, B. (1994), Petty tyranny in organizations, Human Relations, 47, pp. 755-778.
7. Ayoko, O.B., Callan, V.J., & Hartel, C.E.J. (2003), Workplace conflict, bullying, and counter-productive behaviors, International Journal of Organizational Analysis, 11, pp. 283-301.
8. Baillien, E., Neyens, I., & De Witte, H. (2008), Organizational, team related and job related risk factors for bullying, violence and sexual harassment in the workplace: A qualitative study, International Journal of Organisational Behaviour, 13, pp. 132-146.
9. Baillien, E., Neyens, I., Witte, H.D., & Cuyper, N.D. (2009), A qualitative study on the development of workplace bullying: Towards a three way model, Journal of Community & Applied Social Psychology, 19, pp. 1-16.
10. Björkqvist, K. (1992), Trakassering förekommer bland anställda vid AA [Harassment exists among employees at Abo Academy], Meddelande från Åbo Akademi, 9, pp. 14–17.
11. Björkqvist, K. (1994), Sex differences in aggression, Sex Roles, 30, pp. 177–188.
12. Björkqvist, K., Österman, K., & Hjelt-Bäck, M. (1994), Aggression among university employees, Aggressive Behavior, 20, pp. 173–184.
13. Brodsky, C. M. (1976), The harassed worker, MA: D. C. Heath.
14. Cameron, K.S. (1985), Culture Congruence Strength and Type Relationship to Effective: Beyond Rational Management, pp. 142-143.
15. CCOHS. (2001), Violence in the Workplace Prevention Guide.
16. Davidson, M. J. & Cooper, C. L. (1992), Shattering the glass ceiling, London: Paul Chapman.
17. Deal, T.E. & Kennedy, A.A. (1982), Corporate Cultures: The Rites and Rituals of corporate life, reading, MA: Addison-Wesley.
18. Djurkovic, N., McCormack, D., & Casimir, G. (2005), The behavioral reactions victims to different types of workplace bullying, International Journal of Organization Theory and Behavior, 8, pp. 439-460.
19. Dilek, Y. & Aytolan, Y. (2008), Development and psychometric evaluation of workplace psychologically violent behaviors instrument, Journal of Clinical Nursing, 17(10), pp. 1361-1370.
20. Einarsen, S. (1999), The nature and causes of bullying at work, International Journal of Manpower, 20(112), pp. 16–27.
21. Einarsen, S. (2000), Harassment and bullying at work: A review of the Scandinavian approach, Aggression and Violent Behavior, 5, pp. 379–401.
22. Einarsen, S. (2000b), Harassment and bullying at work: A review of the Scandinavian approach, Aggression and Violent Behavior, 4, pp. 371–401.
23. Einarsen, S & Hoel, H. (2001), The Negative Acts Questionnaire: development, validation and revision of a measure of bullying at work, Paper presented at the 10th European congress on work and organisational psychology.
24. Einarsen, S., Hoel, H., & Notelaers, G. (2009), Measuring exposure to bullying and harassment at work: validity, factor structure and psychometric properties of the Negative Acts Questionnaire-Revised, Work Stress, 23, pp. 24-44.
25. Einarsen, S., Hoel, H., Zapf, D., & Cooper, C.L., (2003), Bullying and emotional abuse in the workplace: international perspectives in research and practice, London (UK): Taylor & Francis, pp. 3-30.
26. Einarsen, S., Hoel, H., Zapf, D., & Cooper, C.L., (2011), Bullying and harassment in the workplace: the concept of bullying and harassment at work, London (UK): Taylor & Francis, pp. 3-39.
27. Einarsen, S., Hoel, H., Zapf, D., & Cooper, C.L., (2011), Bullying and harassment in the workplace: empirical findings on prevalence and risk groups of bullying in the workplace, London (UK): Taylor & Francis, pp. 75-105.
28. Einarsen, S., Hoel, H., Zapf, D., & Cooper, C.L., (2011), Bullying and harassment in the workplace: measuring exposure to workplace bullying, London (UK): Taylor & Francis, pp. 149-174.
29. Einarsen, S., Hoel, H., Zapf, D., & Cooper, C.L., (2011), Bullying and harassment in the workplace: organisational causes of workplace bullying, London (UK): Taylor & Francis, pp. 227-243.
30. Einarsen, S. & Raknes, B. I. (1997), Harassment at work and the victimization of men, Violence and Victims, 12, pp. 247–263.
31. Einarsen, S., Raknes, B. I., Matthiesen, S. B., & Hellesøy, O. H. (1994b), Mobbing ogharde personkonflikter: Helsefarlig samspill pa arbeidsplassen [Bullying and severe interpersonal conflicts: Unhealthy interaction at work], Soreidgrend, Norway: Sigma Forlag.
32. Einarsen, S. & Skogstad, A. (1996), Prevalence and risk groups of bullying and harassment at work, European Journal of Work and Organizational Psychology, 5, pp. 185–202.
33. Eriksen, W. & Einarsen, S. (2004), Gender minority as a risk factor of exposure to bullying at work: The case of male assistant nurses, European Journal of Work and Organizational Psychology, 13 (4), pp. 473–492.
34. Fox, S, & Stallworth, L.E. (2006), How effective is an apology in resolving workplace bullying disputes? Dispute Resolution Journal, 61(2), pp. 54-63.
35. Fox, S, & Stallworth, L.E. (2003), Racial/ethnic bullying: exploring links between bullying and racism in the US workplace, Journal of Vocantional Behavior, 66, pp. 438-456.
36. Frese, M. & Zapf, D. (1988), Methodological issues in the study of work stress: Objective vs. subjective measurement of work stress and the question of longitudinal studies, In C. L. Cooper and R. Payne (eds.), Causes, coping, and consequences of stress at work (pp. 375–411). Chichester, UK: Wiley.
37. Gardner, S. & Johnson, P.R. (2001), The learner, meaner workplace: Strategies for handling bullies at work, Employment Relations Today, 28(2), pp. 23-36.
38. George, D. & Mallery, P. (2003), SPSS for Windows step by step: A simple guide and reference. 11.0 update. 4th ed. Boston: Allyn & Bacon.
39. Glaso, L., Matthiesen, S.B., Neilson, M.B., & Einarsen, S. (2007), Do targets of workplace bullying portray a general victim personality profile? Scandinavian Journal of Psychology, 48, pp. 313-319.
40. Glaso, L., Neilson, M.B., & Einarsen, S. (2009), Interpersonal problems among perpetrators and targets of workplace bullying, Journal of Applied Social Psychology, 39, pp. 1316-1333.
41. Gorman, P. (1999), Bullying of victims by the present injustices in the system, paper presented at the Beyond Bullying Association Responding to Professional Abuse Conference, St. Johns College, University of Queensland.
42. Harvey, M., Treadway, D.C., & Heames, J.T. (2007), The occurrence of bullying in global organizations: A model and issues associated with social/emotional contagion, Journal of Applied Social Psychology, 37, pp. 2576-2599.
43. Hershcovis, M.S. (2010), Incivility, social undermining, bullying---oh my!: A call to reconcile constructs within workplace aggression research, Journal of Organizational Behavior, 32, pp. 1-21.
44. Hoel, H. & Cooper, C.L. (2000), Destructive conflict and bullying at work, Manchester, UK: Manchester School of Management, University of Manchester Institute of Science and Technology.
45. Hoel, H. & Cooper, C. (2001), Origins of bullying: theoretical frameworks for explaining workplace bullying, in N. Tehrani (ed.). Building a culture of respect: Managing bullying at work (pp. 3-20), London: Taylor & Francis.
46. Hoel, H., Cooper, C.L., & Faragher, E.B. (2001), The experience of bullying in Great Britain: the impact of organizational status, European Journal of Work and Organizational Psychology, 10, pp. 443-465.
47. Hoel, H., Glasø. L., Hetland, J., Cooper, C. L., & Einarsen, S. (2009), Leadership styles as predictors of self-reported and observed bullying, British Journal of Management, doi: 10.1111/j.1467-8551.2009.00664.x.
48. Hubert, A. B. & van Veldhoven, M. (2001), Risk sectors for undesired behaviour and mobbing, European Journal of Work and Organizational Psychology, 10, pp. 415–424.
49. Hutchinson, M., Wilkes, L., Vickers, M., & Jackson, D. (2008), The development and validation of a bullying inventory for the nursing workplace, Nurse Researcher, 15(2), pp. 19-29.
50. Ireland, J.L. (2000), Bullying among prisoners: A review of research, Aggression and violent behavior, 5(2), pp. 201-215.
51. James E. B. & Michelle E. B. (2011), Workplace Bullying: An Integrative Literature Review, Advances in Developing Human Resources, 13(1), pp. 69-84.
52. Jennifer, D., Cowie, H., & Ananiadou, K. (2003), Perceptions and experience of workplace bullying in five different working populations, Aggressive Behavior, 29, pp. 489-496.
53. Jimenez, B. M., Munoz, A.R., Gamarra, M.M., & Herrer, M.G. (2007), Assessing workplace bullying: Sapnish validation of a reduced version of the Negative Acts Questionnaire, Spanish Journal of Psychology, 10, pp. 449-457.
54. Johnson, S.L. (2009), International perspectives on workplace bullying among nurses: A review, International Nursing Review, 56, pp. 34-40.
55. Kaiser, H.F. (1974), An index of factorial simplicity. Psychometrika, 39, pp. 31-36.
56. Kivimaki, M., Elovainio, M., & Vahtera, J. (2000), Workplace bullying and sickness absence in hospital staff, Occupational and Environmental Medicine, 57, pp. 656-660.
57. Kivimaki, M., Virtanen, M., Vartio, M., Elovainio, M., & Vahtera, J. (2003), Workplace bullying and the risk of cardiovascular disease and depression, Occupational and Environmental Medicine, 60, pp. 779-783.
58. Lee, R.T. & Brotheridge, C.M. (2006), When prey turns predatory: workplace bullying as a predictor of counteraggression/bullying, coping, and well-being, European Journal of Work and Organizational Psychology, 15, pp. 352-377.
59. Leymann, H. (1990a), Handbok för användning av LIPT-formuläret för kartläggning av risker för psykiskt vald [Manual of the LIPT questionnaire for assessing the risk of psycho-
logical violence at work], Stockholm: Violen.
60. Leymann, H. (1990b), Mobbing and psychological terror at workplaces, Violence and Victims, 5, pp. 119–126.
61. Leymann, H. (1992), Från mobbning til utslagning i arbetslivet [From bullying to exclusion from working life], Stockholm: Publica.
62. Leymann, H. (1995), Einfuhrung: Mobbing. Das Konzept und seine Resonanz in Deutschland [Introduction. Mobbing: The concept and its resonance in Germany], In H. Leymann (ed.), Der neue Mobbingbericht. Erfahrungen und Initiativen, Auswege und Hilfsangebote (pp. 13-26). Reinbeck bei Hamburg, Germany: Rowohlt.
63. Leymann, H. (1996), The content and development of mobbing at work, European Journal of Work and Organizational Psychology, 5, pp. 165–184.
64. MacIntosh, J. (2005), Experience of workplace bullying in a rural area, Issues in Mental Health Nursing, 26, pp. 893-910.
65. Matthiesen, S. B., Raknes, B. I., & Røkkum, O. (1989), Mobbing på arbeidsplassen [Bullying in the workplace], Tidsskrift for Norsk Psykologforening, 26, pp. 761–774.
66. McCarthy, P. (1996), When the mask slips: Inappropriate coercion in organizations undergoing restructuring, in P. McCarthy, M. Sheehan and W. Wilkie (Eds.), Bullying: From backyard to boardroom (pp. 47-66), Alexandria: Millennium Books.
67. McCarthy, P., Sheehan, M., & Kearns, D. (1995), Managerial styles and their effects on employees. Health and Well-being in Organizations Undergoing Restructuring, Brisbane: School of Organizational Behavior & Human Resource Management.
68. Mikkelsen, E.G. & Einarsen, S. (2001), Bullying in Danish worklife: prevalence and health correlates, Eur J Work Organ Psychol, 10, pp. 393-413.
69. Moayed, F. A., Daraiseh, N., Salem, S., & Shell, R. (2006), Workplace bullying: A systematic review of risk factors and outcomes, Theoretical Issues in Ergonomics Science, 7, pp. 311-327.
70. Namie, G. (2003), Workplace bullying: Escalated incivility, Ivey Business Journal: Improving the Practice of Management, 68(2), pp. 1-6.
71. Niedl, K. (1995), Mobbing/Bullying am Arbeitsplatz. Eine empirische Analyse zum Phänomen sowie zu personalwirtschaftlich relevanten Effekten von systematischen Feindseligkeiten [Mobbing/bullying at work: An empirical analysis of the phenomenon and of the effects of systematic harassment on human resource management]. Munich: Hampp.
72. Nuutinen, I., Kauppinen, K., & Kandolin, I. (1999), Tasa-arvo poliisitoimessa [Equality in the police force]. Helsinki: Työterveyslaitos, Sisäasiainministeriö.
73. Olweus, D. (1978), Aggression in the schools: Bullies and whipping boys, Washington, D.C.: Hemisphere.
74. Olweus, D. (1987), Bullying/victim problems among school children in Scandinavia, In J.P. Myklebust and R. Ommundsen (eds.), Psykologprofesjonen mot ar 2000 (pp.395-413). Oslo: Universitetsforlaget.
75. Olweus, D. (1991), Bullying/victim problems among school children. In I. Rubin and D. Pepler (eds.), The development and treatment of childhood aggression (pp. 411–447). Hillsdale, NJ: Erlbaum.
76. O’Moore, M. (2000), National survey on bullying in the workplace, Dublin: Anti-Bullying Research Centre, Trinity College.
77. O’Moore, M., Seigne, E., McGuire, L., & Smith, M. (1998), Victims of bullying at work in Ireland. In C. Rayner, M. Sheehan, and M. Barker (eds.), Bullying at work 1998 research update conference: Proceedings (pp. 70–77). Stafford, UK: Staffordshire University.
78. O’Moore, M., Seigne, E., McGuire, L., & Smith, M. (1998), Victims of bullying at work in Ireland, Journal of Occupational Health and Safety-Australia and New Zealand, 14, pp. 569-574.
79. Paice, E. & Smith, D. (2009), Bullying of trainee doctors is a patient safety issue, Clinical Teacher, 6, pp. 13-17.
80. Quine L. (1999), Workplace bullying in NHS community trust: Staff questionnaire survey, British Medical Journal, 318, pp. 228-232.
81. Quine L. (2001), Workplace bullying in nurses, Journal of Health Psychology, 6(1), pp. 73-84.
82. Randle, J., Stevenson, K., & Grayling, I. (2007), Reducing workplace bullying in healthcare organisations, Nursing Standard, 21(22), pp. 49-56.
83. Rayner, C. (1997), The incidence of workplace bullying, Journal of Community & Applied Social Psychology, 7, pp. 199-208.
84. Robbins, S. P., (1993), Organizational Behavior, N.J. Prentice-Hall Inc, pp.670-673
85. Rodriguez-Munoz, A., Moreno-Jimenez, B., Vergel, A.I.S, & Hernandez, E.G. (2010), Post-traumatic symptoms among victims of workplace bullying: Exploring gender differences and shattered assumptions, Journal of Applied Social Psychology, 40, pp. 2616-2635.
86. Salin, D. (2001), Prevalence and forms of bullying among business professionals: a comparison of two different strategies for measuring bullying, European Journal of Work and Organizational Psychology, 10, pp. 425-441.

87. Saline, D. (2003b), Bullying and organisational politics in competitive and rapidly changing work environments, International Journal of Management and Decision Making, 4, pp. 35-46.
88. Schuster, B. (1996), Rejection, exclusion, and harassment at work and in schools, European Psychologist, 1, pp. 293–317.
89. Safety & Health Assessment & Research for Prevention (SHARP) (2011), Workplace Bullying and Disruptive Behavior: What Everyone Needs to Know, Report # 87-2 April, WA: Department of Labor & Industries.
90. Simpson, R. & Cohen, C. (2004), Dangerous work: The gendered nature of bullying in the context of higher education, Gender, Work and Organization, 11(2), pp. 163-186. Tabachnick, B.G., & Fidell, L.S. (2007). Using Multivariate Statistics (5th Ed.). Needham Heights, MA: Allyn and Bacon.
91. Thylefors, I. (1987), Syndbockar [Scapegoates]. Stocholm, Sweden: Natur och Kultur.
Tunstall, W.B. (1985), Breakup of the Bell System:A Case Study in Cultural Transformation In Ralph H.Kilmannetal.(eds), Gaining of the Corporate Culture, San Francisco : Jossey-Bass, pp.44-65.
92. UNISON (1997), UNISON members’ experience of bullying at work. London: UNISON.
93. Vartia, M. (1996), The sources of bullying—psychological work environment and organizational climate, European Journal of Work and Organizational Psychology, 5, pp. 203–214.
94. Vartia, M.A.L. (2001), Consequences of workplace bullying with respect to the well-being of its targets and the observers of bullying, Scandinavian Journal of Work, Environment & Health, 27(1), pp. 63-69.
95. Von Bergen, C.W., Zavaletta, J. A., & Soper, B. (2006), Legal remedies for workplace bullying: grabbing the bully of the horns, Employee Relations Law Journal, 32(3), pp. 14-40.
96. Wallach E.J. (1983), Individuals and organizations: The Culture Match, Training and Development Journal, pp. 29-36.
97. William G. & Ouchi (1981), Efficient Cultures: Exploring The Relationship Between Culture and Organizational Performance, Administrative Science Quarterly, 28, pp. 468.
98. William, K. (1997), Social ostracism. In R. M. Kowalski (ed.), Aversive interpersonal behaviors, pp. 133-170. New York: Plenum.
99. Workplace bullying institute. (2007), The workplace bullying institute 2007 U.S. workplace bullying survey. Retrieved Feb. 1, 2009 from the Word Wild Web:
http://bullyinginstitute.org/zogby2007/zogbygender.html
100. Yildirim, D. (2009), Bullying among nurses and its effects, International Nursing Review, 56, pp. 504-511.
101. Yildiz, S. (2007), A “new” problem in the workplace: Psychological abuse (bullying), Journal of Academic studies, 9(34), pp. 113-128.
102. Zapf, D. (1999a), Mobbing in Organisationen. Ein Überblick zum Stand der Forschung [Mobbing in organisations: A state of the art review]. Zeitschrift für Arbeits- and Organisationspsychologie, 43, pp. 1–25.
103. Zapf, D. & Gross, C. (2001), Conflict escalation and coping with workplace bullying: A replication and extension, European Journal of Work and Organizational Psychology, 10, pp. 497–522.

104. Zapf, D., Knorz, C., & Kulla, M. (1996), On the relationship between mobbing factors, and job content, the social work environment and health outcomes, European Journal of Work and Organizational Psychology, 5, pp. 215–237.

三、網路資料
1. 1111人力銀行 (2011)，2011年12月取自於http://www.1111.com.tw。
2. 中廣新聞網 (2011)，討論霸凌問題，女神卡卡進白宮，2011年12月取自於http://tw.news.yahoo.com。
3. 台北市政府勞工局 (2011)，2011年7月取自於http://www.bola.taipei.gov.tw/ct.asp?xItem=2076231&ctNode=25344&mp=116001。