職場暴力成因與防治策略：以職場霸凌為中心

Causes and Prevention Strategies of Workplace Violence: Focusing on Workplace Bullying

人際間暴力衝突雖是人類歷史上普遍存在的行為，但研究也顯示：暴力是可以預防的。觀察全球職場暴力或霸凌盛行率可以發現，由於公務機關具績效管理、工作標準化和科層化等特性，導致公務人員經常比私人企業員工面臨更大的職場暴力風險。儘管各國公務環境和立法環境各不相同，但公務機關僱傭關係卻有趨同趨勢，使得各國公務機關職場暴力問題均較私人企業來得嚴重。近年來，我國公務機關職場暴力、騷擾和霸凌問題，屢屢遭到媒體披露，也讓這個議題逐漸受到關注。
過去卅年來，世界各國陸續有學者投入職場暴力與霸凌研究，研究品質不斷提升。反觀我國，對於職場暴力與霸凌定義與處理流程的關注起步相當緩慢。直到2022年，國防部率先頒布「國防部職場霸凌防治及處理作業規定」，除定義何謂「職場霸凌」，並明訂申訴與案件處理程序，而考試院則遲至2024年12月才著手修訂相關規定。迄今，雖已有明確的職場霸凌定義與處理流程，然有關職場霸凌定義與防治作為之研究文獻則相對不足，為填補學術研究之缺漏，並提供政府機關參考，本文乃透過梳理國外文獻，希能對職場暴力與霸凌的定義與影響等內涵有更為清晰的瞭解，並期進一步就防治策略進行更為深入之分析，期能協助政府機關建構友善之工作環境。最後，就臺灣而言，雖然相較其他工商業發展較早的國家，對於職場暴力與霸凌防治工作的關注起步較晚，惟透過考試院與行政院的攜手合作，目前有關職場霸凌之防治規定與處理流程已經頗為完整。然徒法不足以自行，必須持續實施職場暴力防治與人權培訓課程，藉以營造尊重、安全和盡責的職場文化。

Although interpersonal violent conflict is a common behavior in human history, research also shows that violence is preventable. Observing the prevalence of workplace violence or bullying around the world, we can find that, due to the characteristics of performance management, work standardization and bureaucracy in public institutions, civil servants often face a greater risk of workplace violence than employees in private enterprises. Although the public service environment and legislative environment vary from country to country, employment relationships in public agencies tend to converge, making workplace violence problems in public agencies more serious than in private enterprises in all countries. In recent years, problems of workplace violence, harassment and bullying in Taiwan’s public institutions have been repeatedly exposed by the media, and this issue has gradually attracted attention.
Over the past thirty years, scholars from all over the world have been engaged in research on workplace violence and bullying, and the quality of research has continued to improve. In contrast, Taiwan's attention to preventing and controlling workplace violence and bullying started quite slowly. It was not until 2022 that the Ministry of National Defense took the lead in promulgating the“Ministry of National Defense Workplace Bullying Prevention and Handling Operational Regulations”, which not only defined what“workplace bullying”is, but also clearly stipulated the complaint and case handling procedures. The Examination Yuan did not begin to revise the relevant regulations until December 2024. While a clear definition and handling process for workplace bullying exist, research on the definition and prevention of workplace bullying is relatively scarce. In order to fill the gaps in academic research and provide reference for government agencies, this article reviews foreign literature to clarify the definition and impact of workplace violence and bullying, and further analyzes prevention and control strategies to help foster a positive and supportive work environment.
Finally, while Taiwan's focus on workplace violence and bullying prevention began later than other countries with earlier industrial and commercial development, thanks to the collaborative efforts of the Examination Yuan and the Executive Yuan, regulations and procedures for the prevention and handling of workplace bullying are now quite comprehensive. However, laws alone are not sufficient. We must continue to implement workplace violence prevention and human rights training courses to create a respectful, safe and responsible workplace culture.