Workplace Bullying and Work Engagement: A Self-Determination Model

被引：26

作者：

Goodboy, Alan K. ^{[1
]}

Martin, Matthew M. ^{[1
]}

Bolkan, San ^{[2
]}

机构：

[1] West Virginia Univ, Dept Commun Studies, Morgantown, WV 26506 USA

[2] Calif State Univ Long Beach, Dept Commun Studies, Long Beach, CA 90840 USA

来源：

JOURNAL OF INTERPERSONAL VIOLENCE | 2020年 / 35卷 / 21-22期

关键词：

workplace bullying; self-determination; intrinsic motivation to work; worker engagement; BASIC NEED SATISFACTION; INTRINSIC MOTIVATION; MEDIATING ROLE; COMMUNICATION; BURNOUT; QUESTIONNAIRE; COMPETENCE; EXPOSURE; AUTONOMY; IMPACT;

D O I：

10.1177/0886260517717492

中图分类号：

DF [法律]; D9 [法律];

学科分类号：

0301 ;

摘要：

This study modeled motivational mechanisms that explain the negative effects of workplace bullying on work engagement. Guided by self-determination theory, workplace bullying was predicted to decrease worker engagement indirectly, due to the denial of employees' basic psychological needs and their intrinsic motivation to work. From a sample of 243 full-time employees, serial multiple mediation models revealed that the indirect relationships between workplace bullying and work engagement (i.e., vigor, dedication, absorption) were serially mediated by basic psychological needs and intrinsic motivation to work. In support of self-determination theory, this study revealed that workplace bullying indirectly disengages employees from their work by denying them of their autonomy and relatedness needs and thwarting their motivation to perform work in a fulfilling way.

引用

页码：4686 / 4708

页数：23

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