Korean Journal of Culture and Social Issue (한국심리학회지 : 문화 및 사회문제)

Korean Psychological Association of Culture and Social Issues (한국문화및사회문제심리학회)
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The Relationship between Workplace Bullying Victimization and Displaced Aggression: The Mediating Effects of Perceived Organizational Injustice and State Anger

20, 30대의 직장 내 괴롭힘 피해경험과 전위된 공격성 간의 관계: 지각된 조직불공정성과 상태분노의 이중매개효과

  • 윤정민 (이화여자대학교 심리학과) ;
  • 이승연 (이화여자대학교 심리학과)
  • Received : 2020.09.14
  • Accepted : 2020.11.10
  • Published : 2021.02.28
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Abstract

The purpose of this study was to examine the relationship between workplace bullying victimization and displaced aggression, along with the mediating effects of perceived organizational injustice and state anger. Self-reported data of 268 employees were analyzed using SPSS 22.0 and Process macro. When applying the standard suggested by Leymann(1996), which defines workplace bullying victims as those who experience at least one negative act, on a weekly basis, for more than 6 months, the bullying victimization prevalence rate was 77.2%. Furthermore, although workplace bullying victimization did not directly predict displaced aggression, it significantly predicted perceived organizational injustice and state anger. Both mediators significantly predicted displaced aggression. The mediating effect of bullying victimization on displaced aggression through perceived organizational injustice and state anger subsequently was also significant. This study has its significance in that it thoroughly investigated the current state of workplace bullying victimization among people in their 20s and 30s, and helps better understand the relationship between workplace bullying victimization and displaced aggression.

본 연구는 국내 20, 30대 직장인을 대상으로 직장 내 괴롭힘 피해 현황을 살펴보고, 괴롭힘 피해경험과 전위된 공격성의 관계에서 지각된 조직불공정성과 상태분노의 이중매개효과를 검증하였다. 이를 위해 국내 대기업 및 중소기업 종사자 347명의 자기보고식 설문자료를 분석하였다. 최소 6개월 동안, 주 1회 이상, 한 가지 이상의 부정적 경험이 있는 경우를 피해자 집단으로 규정할 경우, 77.2%에 해당하는 268명이 괴롭힘 피해자로 분류되었다. 매개모형 검증 결과, 직장 내 괴롭힘 피해경험이 전위된 공격성의 증가를 직접 설명하지는 않았지만, 직장 내 괴롭힘 피해경험이 많을수록 조직불공정성 수준을 높게 지각하고 상태분노 수준도 높아지는 것으로 나타났다. 또한, 직장 내 괴롭힘 피해경험으로 유발된 지각된 조직불공정성은 상태분노의 상승으로 이어져, 전위된 공격성을 정적으로 예측하였다. 본 연구는 국내 20, 30대 직장인들의 직장 내 괴롭힘 피해 현황을 면밀하게 살펴보고 직장 내 괴롭힘 피해경험과 전위된 공격성 간의 관계에 대한 이해를 도모하였다는 의의가 있다. 연구 결과를 토대로 전위된 공격성에 대한 개입 방안을 제안하였다.

Keywords

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