職場霸凌長期存在於某些企業或組織之中，對於受霸凌之員工、家人以及社會所造成的影響與層面，往往遠超乎我們的認知與想像，近年來，雖然台灣社會大眾對此議題已有一定的認知與敏感度，惟此一行為卻常常被各級單位隱匿或忽視，尤有甚者，雇主或單位主管非但不予以阻止，更變相鼓勵其於組織內進行。
本研究以被霸凌者的角度出發，採以個案訪談的研究方法，配合研究者的田野觀察，藉由分析個案中的霸凌行為、組織文化、權力結構與人格特質後，發現霸凌者的霸凌動機，主要建構在其於組織內尋租的不道德行為，並因追求私人利益的極大化進而促成職場霸凌的發生，而個案受訪者所受到的霸凌影響，也如前所述，確實影響到其個人以及家庭層面，不容漠視。
經由個案訪談、田野觀察以及次級資料，紮根收斂所得之結論為職場霸凌的成因為迫害者追求自我利益所造成。其中組織文化對於霸凌的發生會有直接或間接之影響，且組織若縱容霸凌發生，其負面的行為會再反饋至組織文化，內隱於其中而促成下一階段之霸凌。
本研究後期亦發現政府機關在法制面的缺漏與消極，除凸顯出本國建立健康職場觀念之不足，其實亦是間接助長職場霸凌的潛在因素之一，值得後續研究深思與探討。

This study is based on the perspective of the victim, using the case study method, with the field observations of the researcher. By analyzing the bullying behaviors, organizational culture, power structure and personality traits in the case, it is found that the bullying motive of the bully is mainly constructed in the unethical behavior of rent-seeking in the organization. The bully pursues the maximization of private interests and causes the occurrence of workplace bullying.

Through case interviews, field observations, and secondary data, the conclusion of rooted convergence is that the cause of workplace bullying is caused by the bully's pursuit of self-interest. Organizational culture can have direct or indirect impact on the occurrence of bullying, and if the organization indulges bullying, its negative behavior will be feedback to the organizational culture, which is implicit in it and causes a further stage of bullying.

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衛生福利部護理及健康照護司 - 護理職場爭議通報平台 https://nhplatform.mohw.gov.tw/mp-1.html