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직장 내 괴롭힘 주변인 행동 척도 개발 및 타당화 연구

The Development and Validation of the Workplace Bullying Bystander Behavior Scale

이승연|최소영
한국문화및사회문제심리학회 (Korean Psychological Association of Culture and Social Issues)|2022.05|한국심리학회지: 문화 및 사회문제 (Korean Psychological Journal of Culture and Social Issues)|제28권 제2호|pp. 107-131|DOI http://dx.doi.org/10.20406/kjcs.2022.5.28.2.107

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키워드

직장 내 괴롭힘척도 개발scale developmentworkplace bullyingbystandersdefending주변인 행동직장 내 괴롭힘 주변인방어 행동workplace bullying bystander behavior
주제분류심리과학

초록

본 연구는 직장 내 괴롭힘 주변인 행동을 측정하는 척도를 개발하고 타당화하는 것을 목적으로 실시되었다. 이를 위해 직장 내 괴롭힘 관련 선행연구를 참고하여 문항을 개발하고, 친가해행동, 방어행동, 방관행동으로 하위유형을 규정하였다. 전문가를 통한 내용 타당도 확인 후 총 31문항의 예비문항을 구성하였다. 지난 3년간 직장 내 괴롭힘을 직·간접적으로 목격한 민간기업 사무직 직장인 288명의 설문자료로 탐색적 요인분석을 실시하여 최종문항 26개를 선정하였으며, 이 과정에서 방어행동이 적극적 유형과 지지적 유형 두 가지 구인으로 변별됨이 확인되었다. 지난 1년간 직장 내 괴롭힘을 직·간접적으로 목격한 민간기업 사무직 직장인 518명의 자료로 확인적 요인분석을 실시하고 개발된 척도의 타당성과 신뢰성을 확인하였다. 하위유형의 재확인을 위해 경쟁모형 비교를 실시한 결과 적극적 방어행동과 지지적 방어행동이 변별됨이 재차 확인되었다. 직장 내 괴롭힘 가해행동, 조직 내 이타적 행동, 친사회적 행동, 개입에의 공포, 도덕적 이탈, 죄책감, 도덕적 정체성의 준거변인을 설정하여 모든 하위유형의 준거 관련 타당도를 확인하였다. 본 연구의 결과로 직장 내 괴롭힘 주변인 행동과 관련된 후속 연구 과제와 직장 내 괴롭힘 예방 및 개입에 있어 주변인 행동을 활용할 방안에 대해 논의하였다.

Abstract

This study was conducted with the aim of developing and validating a measure of the workplace bullying bystander behavior. To this end, items were developed by referring to previous studies related to workplace bullying, and subtypes were defined as pro-bullying, defending, and outsider behaviors. After confirming the validity of the content with the help of experts, a total of 31 preliminary items were composed. The final 26 questions were selected by conducting exploratory factor analysis with a survey of 288 office workers who have directly or indirectly witnessed workplace bullying over the past three years, and in this process, it was confirmed that defense behavior was distinguished into two types: Active and supportive. Confirmatory factor analysis was conducted with data from 518 office workers who have directly or indirectly witnessed workplace bullying over the past year, and the validity and reliability of the developed scale were confirmed. As a result of comparing the competing models to reconfirm the subtypes, it was confirmed again that active defense behavior and supportive defense behavior were distinguished. The criterion-related validity of all subtypes was confirmed by setting the criteria variables for workplace bullying behavior, altruistic behavior, pro-social behavior, fear of intervention, moral disengagement, guilt, and moral identity. Based on the result of this study, follow-up research tasks related to workplace bullying bystander behavior scale were suggested and the methods to prevent and intervene in workplace bullying utilizing workplace bullying bystander behaviors were discussed.

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