This research examines the role of colleagues’ helping behavior in workplace bullying. Although colleagues are often able to intervene to support the victim or stop the bullying, passive behavior and nonintervention are more frequent. The bystander effect described by Latané and Darley (1970) has been studied in the context of school bullying and sexual harassment, but only rarely has it been studied in the context of workplace bullying. We tested the influence of the belief in a just world for others, self-efficacy, perceived severity, and causal attribution as determinants of three types of bystander helping behavior. We used a vignette describing a case of bullying in a vertically organized workplace in an online questionnaire survey, which was completed by 194 workers. The results showed that low self-efficacy was associated with nonintervention, that perceived severity mainly determined public helping behavior, and that both internal and external causal attributions contributed to explaining both emotional and public support for the harassed colleague. The results highlight the importance of training to increase awareness and recognition of bullying phenomena among colleagues.

中文翻译：

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旁观者帮助应对工作场所欺凌的行为

这项研究调查了同事的帮助行为在工作场所欺凌中的作用。尽管同事通常能够进行干预以支持受害者或阻止欺凌行为，但被动行为和不干预更为常见。Latané 和 Darley (1970) 描述的旁观者效应已经在学校欺凌和性骚扰的背景下进行了研究，但很少在工作场所欺凌的背景下进行了研究。我们测试了对他人公平世界的信念、自我效能感、感知严重性和因果归因的影响，这些影响是三种旁观者帮助行为的决定因素。在由 194 名工人完成的在线问卷调查中，我们使用了一个小插图来描述垂直组织的工作场所中的欺凌案例。结果表明，低自我效能感与不干预有关，感知的严重程度主要决定了公众的帮助行为，内部和外部因果归因都有助于解释对受骚扰同事的情感和公众支持。结果强调了培训对于提高同事对欺凌现象的认识和认识的重要性。