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This study, guided by the Job Demands-Resources (JD-R) model and the Three Way model of Workplace Bullying (WB), aims to explore the effects of perceived (im)balances in the task or employee focus, social atmosphere (positive or negative), and hierarchical structure (high or low) in organisations on the incidence of WB, both in terms of perpetrator and target experiences. The research involved 1044 employees from multiple Spanish organisations and sectors: 51.7% in services, 24.6% in education, 14.5% in wholesale and retail trade, and 9.2% in manufacturing. The average age of participants was 35.43 years (SD = 10.9), with a female majority of 61.3%. Using a cross-sectional study design, the experiences of being a target and perpetrator were quantitatively assessed through validated WB target and perpetrator scales. Additionally, the study qualitatively examined employees’ perceptions of their organisational context through free descriptions, using adjectives to depict their views. Correspondence Analysis was employed to test the hypotheses, and the results affirmed them. The study found that perceived imbalances in organisational focus, social atmosphere, and hierarchy correlate with higher WB target and perpetrator reports, whereas balanced atmospheres correlated with no WB. This research underscores the significance of balanced organisational contexts in mitigating WB. It highlights a gap in the current literature regarding the broader organisational factors that influence bullying and advocates for a more in-depth understanding of these dynamics. Furthermore, it contributes to the existing body of knowledge by offering a comprehensive and harmonised approach to preventing WB, transcending isolated interventions.

本研究以工作要求-资源（Job Demands-Resources, JD-R）模型与职场欺凌（Workplace Bullying, WB）三维模型为指导框架，旨在探究组织中任务/员工聚焦、社会氛围（积极/消极）以及层级结构（高/低）的感知（非）均衡状态，对职场欺凌发生率的影响，同时分别从欺凌施害者与受害者的视角展开分析。
本研究共纳入来自西班牙多家企业、跨多个行业的1044名员工：其中51.7%从事服务业，24.6%从事教育行业，14.5%从事批发与零售业，9.2%从事制造业。参与者平均年龄为35.43岁（标准差SD=10.9），女性占比61.3%，为样本多数群体。
本研究采用横断面研究设计，通过经过信效度检验的职场欺凌受害量表与施害量表，对员工的欺凌受害与施害经历进行量化评估。此外，本研究通过自由描述法对员工的组织环境感知开展质性分析，要求参与者使用形容词表述自身对组织环境的看法。
本研究采用对应分析（Correspondence Analysis）检验研究假设，结果证实了所有假设。研究发现，组织聚焦、社会氛围与层级结构的感知失衡，与更高比例的职场欺凌受害与施害报告显著相关；而均衡的组织氛围则与零职场欺凌发生率相关。
本研究强调了均衡组织环境在缓解职场欺凌中的重要意义，指出现有文献在探讨影响职场欺凌的广义组织因素方面存在研究缺口，并呼吁学界进一步深入理解此类动态机制。
此外，本研究提出了一套全面且统一的职场欺凌预防路径，超越了单一孤立的干预手段，为现有相关研究体系补充了新的知识成果。