The Relationship Between Organization Bullying And Employee Behavior In Coal Mines:the Role Of Regulatory Focus

Coal always occupied an important position in energy structure of China.The healthy development of coal industry plays an important role in social stability and economic development.However,with the end of golden age of the coal industry,the profits of coal mining enterprises rapidly declined and safety of coal mine encounter new difficulties.The traditional management mode of coal mine pays attention to the mandatory restraint,which implies the neglect and indifference to the personality,and the improper adjustment will lead to antagonistic injury easily,which highlights the inconsistency between the management mode and the individual demands.This kind of incongruity is universal and general,not individual and temporary.It will lead to extreme events if it is allowed to accumulate continuously.Organization bullying is the unequal relationship caused by system design,subject relationship and management concept.As an external interference factor of coal mine staff behavior,organization bullying affect behavior choice inevitably.Because the focus of miners' individual attention is influenced by value orientation,personality characteristics and traditional culture,their perception degree is different and presents different psychological stress when facing the organizational bullying.Therefore,psychological regulatory affects the relationship between bullying and employee behavior choice in coal mines.This paper takes the relationship between organization bullying and employee behavior and individual psychological regulatory as the research object,constructs the relationship model between organization bullying and employee behavior in coal mine is constructed,and the path of organization bullying on employee behavior in coal mine is studies by field interviews and questionnaire survey data.Based on the results of empirical research,the ABMS simulation model of behavior of coal mine employees is established.The degree of organizational bullying and the preference of employee behavior under different situations are judged by parameter setting,and the suggestions for preventing organization bullying and optimizing behavior are put forward.The contents of this paper provide a new perspective for the study of individual psychology of coal mine employees,and expand the research ideas of coal mine safety behavior.The main conclusions are summarized as follows:(1)The mechanism of psychological regulatory is explained.Coal miners actively screen the information from the objective world,judge whether the mental image and mental focus generated by experience perception are clearly focused,and then adjust the focus and make active changes or passive acceptance behavior choices.Through the matching of individual and communication style,management incentives and procedural fairness,the imaging analysis and judgment are made,and the focus-driven control is made through psychological perception,risk appetite,creative tendency,job performance and mutual motivation.Psychological regulatory influences work performance by influencing work attitude and behavior.(2)The theoretical model of the relationship between bullying and employee behavior choice in coal mine is constructed.Factors of organizational bullying include individual characteristics,job characteristics,group factors and organizational factors.Coal mine organization bullying is divided into three categories: job bullying,relationship bullying and institutional bullying.Job bullying is induced by transferring and releasing perceived work stress or frustration;relationship bullying is caused by escalating conflict in response to problem events into interpersonal conflict in response to individuals or groups;and institutional bullying is induced by imbalance power caused by system,mechanism or system.Organization bullying has an impact on the implementers and objects,the bystanders who witness it,and the overall effectiveness of the organization.(3)The relationship between bullying and employee behavior choice and the influence of psychological focus is studied empirically.Coal miners' short-term focus is on the material aspects of supporting their families and improving their lives,but long-term dependence on a single economic income can't satisfy the individual sense of gain.The proportion of employees who have both a tendency to promote focus and a tendency to defend focus indicates that employees always try to solve problems and focus on positive outcomes at work.Defense focused employees report more work related organization bullying.Material focus and spiritual focus negatively regulate the path of organizational bullying on task behavior,relational behavior and behavior choice;defensive focus and promoting focus negatively regulate the path of organizational bullying on task behavior,relational behavior and behavior choice;material focus and d efensive focus,material focus point and promotion focus,mental focus and defense focus,mental focus and promotion focus have a positive regulatory effect on the path of organizational bullying on behavior choice.(4)Behavior choice of coal mine employee is studied by simulation.Resultoriented work requires higher reporting of organizational bullying than process-oriented work,and the proportion of equally important choices for safety and production is higher;procedural work reports higher organizational bullying than autonomous work,and the proportion of equally important choices for safety and production is lower;relational work resources report higher organization than material work resources.Bullying,safety and production are equally important choices with a lower proportion;descriptive and imperative norms report higher organizational bullying,and safety and production are equally important choices with a higher proportion;task-based and relational leadership styles report higher organizational bullying,and safety and production are equally important choices with a lower proportion;compulsory control and awards institutional orientation of incentive autonomy is higher than reporting organizational bullying,and the proportion of equally important choices of safety and production is higher.Organization bullying and behavior choices are not always the same: when autonomous work control,material work resources,descriptive group norms and relational leadership style are available simultaneously,organization bullying and behavior choices are simultaneously optimal;process work requirements and motivated autonomous system selection organization bullying is the best when it is available and the behavior choice is not the best;complete consequential work requirements and complete compulsory control system orientation are the best when it is available,while organization bullying is not the best.(5)Suggestion and proposal are put forward.According to the conclusion of empirical and simulation research,from three different levels of social industry,coal mine enterprises and coal mine employees,the three-level prevention and control system of active prevention,early prevention and passive prevention and for coal mine organization bullying,and the three-level promotion system of safeguard,guidance and active for employee behavior selection are put forward.