Abstract：
BACKGROUND: Evidence on workplace bullying and harassment (WBH) in the UK has not used probability-sample surveys with robust mental health assessments. This study aimed to profile the prevalence and nature of WBH in England, identify inequalities in WBH exposure, and quantify adjusted associations with mental health.
METHODS: Data were from the 2014 Adult Psychiatric Morbidity Survey, a cross-sectional probability-sample survey of the household population in England, interviewed with verbal informed consent. Criteria for inclusion in the secondary analysis were being aged 16-70 years and in paid work in the past month (n=3838). Common mental disorders were assessed using the Clinical Interview Schedule-Revised and mental wellbeing using the Warwick-Edinburgh Mental Wellbeing Scale. Analyses were weighted. We examined associations between past-year WBH and current common mental disorders using multivariable regression modelling, adjusting for demographic and socioeconomic factors. Interaction terms tested for gender differences in associations. The study received ethics approval (ETH21220-299).
RESULTS: One in ten employees (10·6% (weighted), n=444/3838) reported past-year experience of WBH, with rates higher in women (12·2%, n=284/2189); those of mixed, multiple, and other ethnicity (21·0%, n=15/92); and people in debt (15·2%, n=50/281) or living in cold homes (14·6%, n=42/234). Most commonly identified perpetrators of WBH were line managers (53·6%, n=244/444) or colleagues (42·8%, n=194/444). Excessive criticism (49·3%, n=212/444), verbal abuse (42·6%, n=187/444), and humiliation (31·4%, n=142/444) were the most common types. WBH was associated with all adverse mental health indicators, including common mental disorders (adjusted odds ratio [aOR] 2·65, 95% CI 2·02-3·49), and 11 of 14 mental wellbeing indicators, including lower levels of confidence (aOR 0·57, 0·46-0·72) and of closeness to others (aOR 0·57, 0·46-0·72). Patterns of association between WBH and mental health were similar in men and women.
CONCLUSIONS: These findings reinforce a need for more cohesive UK legislation at the national level; guidance on recognition of bullying behaviours for employees, managers, and human resources at the organisational level, focusing on prevention and early intervention, and increased awareness of the impact of WBH on mental health among health-service practitioners. Study limitations include reliance on cross-sectional data collected before pandemic-related and other major changes in workplace practices. Longitudinal data are needed to improve evidence on causality and the longevity of mental health impacts.
BACKGROUND: UK Prevention Research Partnership.
METHODS: Data were from the 2014 Adult Psychiatric Morbidity Survey, a cross-sectional probability-sample survey of the household population in England, interviewed with verbal informed consent. Criteria for inclusion in the secondary analysis were being aged 16-70 years and in paid work in the past month (n=3838). Common mental disorders were assessed using the Clinical Interview Schedule-Revised and mental wellbeing using the Warwick-Edinburgh Mental Wellbeing Scale. Analyses were weighted. We examined associations between past-year WBH and current common mental disorders using multivariable regression modelling, adjusting for demographic and socioeconomic factors. Interaction terms tested for gender differences in associations. The study received ethics approval (ETH21220-299).
RESULTS: One in ten employees (10·6% (weighted), n=444/3838) reported past-year experience of WBH, with rates higher in women (12·2%, n=284/2189); those of mixed, multiple, and other ethnicity (21·0%, n=15/92); and people in debt (15·2%, n=50/281) or living in cold homes (14·6%, n=42/234). Most commonly identified perpetrators of WBH were line managers (53·6%, n=244/444) or colleagues (42·8%, n=194/444). Excessive criticism (49·3%, n=212/444), verbal abuse (42·6%, n=187/444), and humiliation (31·4%, n=142/444) were the most common types. WBH was associated with all adverse mental health indicators, including common mental disorders (adjusted odds ratio [aOR] 2·65, 95% CI 2·02-3·49), and 11 of 14 mental wellbeing indicators, including lower levels of confidence (aOR 0·57, 0·46-0·72) and of closeness to others (aOR 0·57, 0·46-0·72). Patterns of association between WBH and mental health were similar in men and women.
CONCLUSIONS: These findings reinforce a need for more cohesive UK legislation at the national level; guidance on recognition of bullying behaviours for employees, managers, and human resources at the organisational level, focusing on prevention and early intervention, and increased awareness of the impact of WBH on mental health among health-service practitioners. Study limitations include reliance on cross-sectional data collected before pandemic-related and other major changes in workplace practices. Longitudinal data are needed to improve evidence on causality and the longevity of mental health impacts.
BACKGROUND: UK Prevention Research Partnership.
摘要：
背景：关于英国工作场所欺凌和骚扰（WBH）的证据尚未使用具有可靠心理健康评估的概率抽样调查。这项研究旨在概述英格兰WBH的患病率和性质，确定WBH暴露中的不等式，并量化与心理健康的调整关联。
方法：数据来自2014年成人精神病发病率调查，对英国家庭人口的横截面概率抽样调查，接受口头知情同意采访。纳入二级分析的标准为16-70岁，过去一个月从事有偿工作（n=3838）。使用修订的临床访谈时间表评估常见的精神障碍，并使用华威-爱丁堡精神健康量表评估心理健康。分析是加权的。我们使用多变量回归模型研究了过去一年的WBH与当前常见精神障碍之间的关联，适应人口和社会经济因素。互动术语测试了协会中的性别差异。该研究获得伦理批准(ETH21220-299)。
结果：十分之一的员工（10·6％（加权），n=444/3838)报告了WBH过去一年的经验，女性比例较高(12%，n=284/2189)；混合的，多个,和其他种族（21·0%，n=15/92)；负债的人(15%，n=50/281）或生活在寒冷的家中（14·6%，n=42/234)。最常见的WBH肇事者是直线经理(53%，6%，n=244/444)或同事(42%，n=194/444）。过度批评(49·3%，n=212/444),言语虐待（42·6%，n=187/444），和屈辱（31·4%，n=142/444）是最常见的类型。WBH与所有不良心理健康指标相关，包括常见的精神障碍(调整后比值比[aOR]2·65，95%CI2·02-3·49)，14项心理健康指标中的11项，包括较低的置信度（aOR0·57，0·46-0·72）和与他人的亲密关系（aOR0·57，0·46-0·72）。男性和女性的WBH与心理健康之间的关联模式相似。
结论：这些发现加强了在国家层面对更具凝聚力的英国立法的需求；关于承认员工欺凌行为的指导，经理,和组织层面的人力资源，注重预防和早期干预，并提高了卫生服务从业人员对WBH对心理健康影响的认识。研究的局限性包括依赖于在与大流行相关的工作场所实践和其他重大变化之前收集的横截面数据。需要纵向数据来改善因果关系和心理健康影响寿命的证据。
背景：英国预防研究伙伴关系。
方法：数据来自2014年成人精神病发病率调查，对英国家庭人口的横截面概率抽样调查，接受口头知情同意采访。纳入二级分析的标准为16-70岁，过去一个月从事有偿工作（n=3838）。使用修订的临床访谈时间表评估常见的精神障碍，并使用华威-爱丁堡精神健康量表评估心理健康。分析是加权的。我们使用多变量回归模型研究了过去一年的WBH与当前常见精神障碍之间的关联，适应人口和社会经济因素。互动术语测试了协会中的性别差异。该研究获得伦理批准(ETH21220-299)。
结果：十分之一的员工（10·6％（加权），n=444/3838)报告了WBH过去一年的经验，女性比例较高(12%，n=284/2189)；混合的，多个,和其他种族（21·0%，n=15/92)；负债的人(15%，n=50/281）或生活在寒冷的家中（14·6%，n=42/234)。最常见的WBH肇事者是直线经理(53%，6%，n=244/444)或同事(42%，n=194/444）。过度批评(49·3%，n=212/444),言语虐待（42·6%，n=187/444），和屈辱（31·4%，n=142/444）是最常见的类型。WBH与所有不良心理健康指标相关，包括常见的精神障碍(调整后比值比[aOR]2·65，95%CI2·02-3·49)，14项心理健康指标中的11项，包括较低的置信度（aOR0·57，0·46-0·72）和与他人的亲密关系（aOR0·57，0·46-0·72）。男性和女性的WBH与心理健康之间的关联模式相似。
结论：这些发现加强了在国家层面对更具凝聚力的英国立法的需求；关于承认员工欺凌行为的指导，经理,和组织层面的人力资源，注重预防和早期干预，并提高了卫生服务从业人员对WBH对心理健康影响的认识。研究的局限性包括依赖于在与大流行相关的工作场所实践和其他重大变化之前收集的横截面数据。需要纵向数据来改善因果关系和心理健康影响寿命的证据。
背景：英国预防研究伙伴关系。
