员工在工作场所中遭受侵害会对个人、组织及整个社会环境造成消极影响。学界对这一现象的讨论尚缺乏系统的理论分析框架，中国语境下的相关实证研究也较少。本研究采用定性与定量结合的混合方法，开创性地提出“权力”三维度的分析框架，使用CGSS2015数据对“工作场所侵害”的结构性因素进行考察，并辅以深度访谈以丰富定量发现。研究发现，由资源重要程度决定的个人“依赖性”、受组织内部规范程度制约的权力“强制性”以及外部市场资源的“可替代性”共同影响了工作场所侵害现象的发生。作者最后对上述发现的理论和政策意义进行了讨论。

Workplace bulling exerts negative impacts on victims, organizations and the society as a whole. Nevertheless, there has been neither a systematic analytic framework in the literature nor any adequate quantitative analysis in the Chinese context. This research adopts a mixed method approach combining qualitative and quantitative analysis. Based on CGSS2015 data and in-depth interviews, we propose a three-dimensional analytical framework of “power” in explaining the likelihood of workplace bullying. We find that the level of personal “dependence” reflected by the importance of income to the victims, the extent to which “coerciveness” of power can be restricted by internal procedures and norms of organizations, and the degree of “substitutability” of current job proffered by external market resources jointly affect the occurrence of workplace bullying. Theoretical contributions and policy implications are discussed in the end.

本研究得到国家社会科学基金重大项目（21ZDA111）和四川省哲学社会科学重点研究基地一般项目（XJLL2022002）的支持。

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