天下無好老闆? 英國職場冷暴力加劇
據一項調查顯示，上司與下屬之間的隨時可能矛盾激化的人際關係每天都會讓上班族們相當的抓狂。
Professor Wayne Hochwarter has been analysing the factors that cause hostility, stress and declining performance at work for many years, and says the problem is as serious as it ever was.
Wayne Hochwarter教授多年以來一直在研究職場中敵意的產生、工作壓力和工作表現及效率下降方面的問題，他說目前上司下屬的關係的惡化的程度前所未見。
'We've got serious issues with the way we manage people and bring civility to the marketplace,' he told BusinessNewsDaily. 'Managing the human animal isn't like running a table saw or using a computer.'
“工作過程中，如何管理人力資源並使其發揮最大的作用，我們在這方面遇到了些非常棘手的問題”，他告訴商業媒體，“管理人這種動物並不像使用電鋸或操作電腦那樣簡單。”
A professor at the Florida State University College of Business, his latest study paints an ugly picture of how poisoned the supervisor-employee relationship has become.
一位佛羅里達州立大學商學院的教授在最近研究中描述了一副醜陋的畫面，展示了上司下屬之間不和諧的關係已經發展到了何等嚴重的地步。
More than 40 per cent of the 400 mid-level employees he surveyed said they wouldn't acknowledge their boss if they ran into each other on the street.
在他所調查的400名中層僱員當中，有百分之四十的人表示，即使在街上無意間遇到了自己的老闆，他們也會裝作沒看見、
Another 32 per cent indicated that they work for a 'Dr. Jekyll and Mr. Hyde' type and nearly a third - 29 per cent - said their boss would 'throw them under the bus' to save his or her job.
另外有百分之三十二的人指出，與上司一同工作的“主僕”模式非常明顯，有將近百分之三十的人稱，爲了要留住工作，他們不惜與上司劃清界限，保持距離。
Hochwarter's research showed that workers enduring such circumstance are stressed both at work and at home, are less willing to exert effort for the company good, experience sleep disturbances, report declining levels of self-worth and suffer from a variety of additional quality-of-life maladies.
Hochwarter的研究顯示，在這樣一種環境之下，不論是在工作場合還是回家以後，僱員都會感到非常大的壓力，也不太願意爲公司的發展出力，同時還會造成他們的睡眠紊亂，降低他們的自我價值人動感，更不用說由此所引發的各種在生活中體現出的弊端。
Exacerbating the problem, Hochwarter said, is the lack of an alternative for millions of unhappy employees.
Hochwarter指出，使得這個問題雪上加霜的是，這些千上萬的很不開心的僱員除此之外別無選擇。'For workers in declining industries such as construction and manufacturing, catching on with a company able to offer comparable wages has been virtually impossible,' he said.
“億一些夕陽產業的勞工爲例，比如說建築行業和生產製造業，要找到另外一份工資與此相當的工作幾乎是不可能的”，他說。
'Plan B just doesn't exist for many employees at the level it did five or 10 years ago.'
“早在五年或十年之前，對於很多僱員來說，他們已經沒有了備選的方案。”
This is not Hochwarter’s first study to examine the tensions between workers and management in the American workplace.
Hochwarter並不是第一個研究美國職場上員工與管理層之間日益惡化的關係的學者。
He has studied managers' behaviours, showing that, for example, 39 per cent failed to keep promises, for example, management's Seven Deadly Sins at work, where 41 per cent of bosses were viewed as lazy, pushing their work on subordinates; and manager narcissism, with 31 per cent of employees reporting that their boss significantly exaggerated their own accomplishments.
他在研究了管理者的行爲之後發現，有百分之三十九的人難以信守承諾，例如管理層的七大禁忌，在下屬眼中，有百分之四十一的老闆被認爲是懶惰的，對待工作推三阻四。百分之三十一的僱員表示老闆的“大頭症”十分讓人受不了，他們會毫無邊際的誇大自己的成就。
Hochwarter has also examined subordinates’ reactions to abuse, where 27 per cent reported having hidden from an abusive boss.
Hochwarter還研究了僱員對於“職場冷暴力”的反應，有百分之二十七的人表示會聽之任之，隱忍於心。
It's not that bosses are born evil, Hochwarter said. They are victims of a system that manages for the short-term by numbers.
Hochwarter說，老闆們並不是天生的壞蛋，他們也是一個只追求短期利益的管理系統的受害者。
