Development of a new power harassment questionnaire in workplaces

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  • NII, Momoko
    Graduate School of Psychology, Kurume Univ. Kyusyu Univ. Hizen Psychiatric Center
  • TSUDA, Akira
    Department of Psychology, Kurume Univ.
  • TOU, Ka
    Institute of Comparative Studies of international Cultures and Societies, Kurume Univ.
  • YAMAHIRO, Tomomi
    Institute of Comparative Studies of international Cultures and Societies, Kurume Univ.
  • IRIE, Masahiro
    Kyusyu Univ.

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Other Title
  • 職場パワーハラスメントの認識性・体験尺度の新規開発と信頼性・妥当性の検討
  • ショクバ パワーハラスメント ノ ニンシキセイ ・ タイケン シャクド ノ シンキ カイハツ ト シンライセイ ・ ダトウセイ ノ ケントウ

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Abstract

【Purpose】In japan one of the reasons why countermeasures against power harassment in the workplace is not advanced seems to be that the concrete judgment guidelines on what behaviors, situations, and attitudes corresponding to power harassment are not clearly stated. We tried to develop a new "workplace power harassment questionnaire" that measures aspects of power harassment awareness (Personal judgment as to whether an act or situation corresponding to the power harassment) and power harassment experience (whether we received it or it happens at work), examine as well as to is it reliability and validity. / 【Methods】Participants were 515 workers working to four different worksites such as general corporations, hospitals, city halls, and local governments. In order to examine the validity, in addition to the awareness by each respondent, the same item on the questionnaire asked for the frequency of the experience at the same time. We conducted item analysis and examined internal consistency, reliability and validity. In addition we examined the validity by examining whether or not the experience of power harassment is related to depression (K6) and workplace social capital (WSC). / 【Results】Through confirmatory factor analysis, a "workplace power harassment scale" was identified with 18 items of 3 power harassment related factors, consisting of 12 items of behaviors, 4 items of situations and 2 items of attitudes. The internal consistent reliability of each factor was high. The group with power harassment experiences had significantly higher scores in K6 and significantly lower scores in WSC than the group without experience. In which showed construct validity. / 【Disccusion】"Workplace Power Harassment Questionnaire" with high reliability and validity that can simultaneously measure the awareness and experience of power harassment was developed. For power harassment behaviors of the first factor, representative acts concerning bullying and harassment in the workplace both in and outside the country were largely covered. I think that unique items that appropriately captured the concept of power harassment in Japan and the workplace climate were extracted in power harassment situations of factor 2 and power harassment attitudes of factor 3. The results of this scale suggested that the experience of power harassment could be a risk of depression, and that workplaces that can trust each other are important for prevention and control of power harassment.

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