本文运用扎根理论探究社会心理安全氛围(PSC)对员工面临工作场所欺凌时的行为策略选择,以及对工作场所欺凌发展升级的影响路径。研究结果表明:员工面对工作场所欺凌时采取的行为策略呈现为调整后的“退出-呼吁-忠诚-忽视(EVLN)”模型,其中调整后用“默许”行为策略代替了“忠诚”行为策略,呈现为“退出-呼吁-默许-忽视(EVAN)”模型;在高PSC组织中,员工倾向于采取呼吁行为策略,使得欺凌迅速得到抑制或缓解,甚至消除;在低PSC组织中,员工倾向于在选择退出行为策略之前采取忽视和默许的行为策略,致使欺凌会持续存在并呈现出四种不同的发展升级路径模式。 This article uses grounded theory to explore the behavioral choices of PSC in the workplace when faced with workplace bullying and the path to influence the development of bullying in the workplace. The results show that the behavioral strategies adopted by employees in the face of workplace bullying are as follows: the modified “exit-appeal-loyalty-neglect” model, in which the adjusted “ tacit” behavior strategy replaces “Loyalty” behavioral strategies appear as “exit-call-acquiescence-neglect” model; in high-PSC organizations, employees tend to adopt a call-to-action strategy so that bullying can be quickly suppressed or mitigated or even eliminated; In low-PSC organizations, employees tend to adopt neglected and tacit behaviors before opting out of behavioral strategies, resulting in the persistence of bullying and the emergence of four different patterns of pathways for growth and development.