職場霸凌之法律與治理研究：從心理危害到企業責任之制度整合分析

Workplace Bullying and Legal Governance: From Psychological Harm to Institutional Integrated Governance

職場霸凌已被證實為一種具有高度結構性之心理危害，對勞工身心健康、組織運作與勞動關係穩定性均造成深遠影響。過往我國對於職場霸凌之規範，長期散見於《民法》侵權責任、《職業安全衛生法》心理危害防止義務及行政指引之中，欠缺明確之法律定義與制度化處理架構。隨2025年《職業安全衛生法》修正增訂第22條之1至第22條之3，職場霸凌首度以專章形式納入實定法體系，標誌我國由事後救濟導向，轉向以預防與程序治理為核心之法制轉折。
本文在肯認本次修法完成職場霸凌法制化之制度突破前提下，進一步指出現行立法仍偏重於雇主之程序性義務與通報機制，對於心理復原、組織修復及治理品質之規範，仍存在顯著不足。為此，本文建構「制度整合治理模型」（Institutional Integrated Governance Model, IIGM），從法律責任、組織治理與心理危害三個層次，系統性評析修法後職場霸凌防治專章之規範結構與治理盲點。本文主張，唯有將法定程序義務與組織層次之預防、回復與文化治理相互整合，始能使職場霸凌防治真正達成心理安全與勞動尊嚴保障之立法目的。

Workplace bullying has been empirically identified as a highly structural psychological hazard that exerts profound impacts on workers' physical and mental health, organizational operations, and the stability of labor relations. Historically, regulations governing workplace bullying in Taiwan were fragmented across tort liability under the Civil Code, obligations for psychological hazard prevention under the Occupational Safety and Health Act, and various administrative guidelines; however, a clear legal definition and a systematized procedural framework remained absent. Following the 2025 amendments to the Occupational Safety and Health Act, which introduced Articles 22-1 through 22-3, workplace bullying has been formally integrated into the statutory system through a dedicated chapter. This marks a significant legal shift from an ex-post remedial orientation toward a framework centered on prevention and procedural governance.
While recognizing the institutional breakthrough of legalizing workplace bullying through these amendments, this article further posits that the current legislation remains disproportionately focused on employers' procedural obligations and reporting mechanisms. Consequently, there remains a significant deficiency in regulations concerning psychological recovery, organizational restoration, and governance quality. To address this, the article constructs an ''Institutional Integrated Governance Model'' (IIGM) to systematically analyze the regulatory structure and governance blind spots of the new workplace bullying prevention chapter across three dimensions: legal liability, organizational governance, and psychological hazards. This article contends that the legislative objectives of psychological safety and the protection of labor dignity can only be truly realized by integrating statutory procedural obligations with prevention, restoration, and cultural governance at the organizational level.