目的
探討職場霸凌的盛行率及其相關因素，期提供組織未來人力資源及經營管理之參考。
方法
本研究屬橫斷面問卷調查法，以立意取樣法 選取中部某區域教學醫院就職滿三個月且同意參 加之醫事、護理及行政人員為對象。採用Quine 1999年所編制職場霸凌問卷（Workplace Bullying survey），共發送783份問卷，回收410份，回收率 52.4％。
結果
（1）被霸凌者的經歷與霸凌旁觀者的觀察之盛行率分別為40％、41％。（2）被霸凌者之特徵以女性、護理人員、約聘人員、5年以下年資、已婚、大學以上、27-31歲居多。（3）霸凌者之特徵以女性、工作群以外同事、同性別、年紀相似居多。（4）被霸凌者所遭遇的職場霸凌類型以「施加過度的壓力於您的工作上」及「改變目標而沒有預先告訴您」兩種最多。（5）服務單位、服務年資及自覺健康與是否有職場霸凌呈顯著相關。（6）服務單位與服務年資對職場霸凌具有預測力。
結論
管理當局應發展員工身心安全策略、創造友善環境、提升員工專業技能、了解職場霸凌危險因素才能有效降低職場霸凌的風險。

Purposes
The purpose of this study was to explore the prevalence and related factors of workplace bullying, and to provide a future reference for human resources and operational management.
Methods
A questionnaire survey was conducted to collect data from willing non-physician subjects who had completed at least three months of service in a regional teaching hospital in central Taiwan. The workplace bullying survey was measured using a scale adapted from Quine, 1999. A total of 783 questionnaires were distributed, and 410 of the returned ones were valid questionnaires with a validity rate of 52.4%.
Results
(1) The prevalence of bullying and mistreatment of coworkers witnessed was 40%, and 41% respectively. (2) Those who reported bullying were female, nurses, part-time employees, service years less than 5, married, bachelor’s degree or higher, 27-31 years old. (3) The characteristics of the bullies were female, colleagues outside the victim’s own work group, the same sex as the victim, and about the same age as the victim. (4) the most prevalent types of bullying were “Undue pressure to produce work” and “Shifting of goalposts without telling you”. (5) There were significant correlations between workplace bullying and demographic variables, including service units, years of service, and perceived health. (6) Workplace bullying could be predicted according to the subjects’ service units and years of service.
Conclusions
Authorities should develop physical and mental safety strategies for employees, create a friendly environment, promote professional skills, and understand the risk factors of workplace bullying in order to reduce the risks associated with workplace bullying.