Lazanaki&Tsoni Dataset

This study examined how workplace bullying influences employee performance through the psychological mechanisms of well-being, work engagement, and anxiety. Drawing on the Job Demands–Resources (JD–R) and Conservation of Resources (COR) frameworks, bullying was conceptualized as a social job demand that depletes employees’ personal resources and triggers strain. A sample of 250 employees from the Greek private sector completed validated measures of workplace bullying, psychological well-being, work engagement, anxiety, and three dimensions of job performance—task, contextual, and counterproductive work behavior (CWB). Correlational and regression analyses revealed that bullying was negatively associated with well-being and engagement and positively with anxiety. Mediation analyses using PROCESS Model 4 confirmed that well-being and engagement partially mediated the negative effects of bullying on task and contextual performance and the positive effects on CWB, while anxiety transmitted additional variance, particularly to counterproductive behaviors. Overall, workplace bullying emerged as both a psychosocial hazard and a core performance risk. The findings extend JD–R and COR by integrating resource-based and strain-based pathways and emphasize the need for organizational strategies that prevent bullying, safeguard psychological resources, and foster engagement to sustain performance and well-being.本研究探讨了工作场所欺凌如何以幸福感、工作投入与焦虑为核心心理机制，对员工绩效产生影响。本研究基于工作要求-资源（Job Demands–Resources, JD-R）模型与资源保存（Conservation of Resources, COR）理论框架，将工作场所欺凌界定为一种会消耗员工个人资源并引发压力反应的社会性工作要求。研究招募希腊私营部门的250名员工作为研究样本，所有受试者均完成了经过信效度检验的工作场所欺凌、心理幸福感、工作投入、焦虑量表，以及涵盖任务绩效、周边绩效与反生产工作行为（Counterproductive Work Behavior, CWB）三个维度的工作绩效测量工具。相关分析与回归分析结果表明，工作场所欺凌与员工幸福感、工作投入呈显著负相关，与焦虑水平呈显著正相关。采用PROCESS模型4开展的中介效应分析证实，幸福感与工作投入在欺凌对任务绩效、周边绩效的负向影响，以及欺凌对反生产工作行为的正向影响中均发挥部分中介作用；而焦虑则额外传递了部分效应量，尤其对反生产工作行为的影响更为突出。总体而言，工作场所欺凌既是一种社会心理危害，也是核心的绩效风险因素。本研究通过整合资源导向与压力导向的作用路径，拓展了工作要求-资源模型与资源保存理论的应用范畴；研究结果同时强调，组织需制定相应策略以防范工作场所欺凌、保护员工心理资源并促进工作投入，从而维持员工绩效与心理健康水平。