中文摘要：

以社会认同理论为基础，通过对制造业22个团队的331名员工进行问卷调查，探讨一线员工在团队内的社会身份差异（性别差异和地域差异）对其职场欺负感知的影响，以及团队认同在这一影响中的中介作用。结果表明，员工的社会身份差异对其职场欺负感知的五个维度均有显著性影响，团队认同在社会身份差异对权利剥夺型欺负的影响中未起到中介作用；而在性别差异对社会排斥型欺负的影响中，团队认同起到完全中介作用。

英文摘要：

With the application of working team, workplace bullying in team situations becomes the focus of researchers and managers. Team members are different in gender and region. Power imbalance caused by these social identity differences between employees in teamwork will lead to further escalation of interpersonaal conflicts to workplace bullying. The existing theoretical models for explaining the cause of workplace bullying mostly emphasize the factors related to the organizational characteristics and job characteristics, ignoring the effects of group interpersonal interaction. Based on the social identification theory and the self-categorization theory, the social identity differences in gender and region force the individual into a stressful situation. If the individual＇s assessment of identity differences is stressful enough and if the individual cannot adjust himself or herself to adapt to the new environment, he or she is more likely to be bullied. So we hypothesize that the bigger the difference fi＇om the other members of the team in gender or region, the more likely the individual is to be bullied. Meanwhile, team identity can trigger employees to seek social support within the organization, thereby reducing the negative assessment of workplace bullying. So we also hypothesize that team identification plays a mediating role between social identity differences and workplace bullying. The present study examined how the frontline staffs＇ social identity differences influence their perceptions of workplace bullying and the mediating role of team identification, using a sample of 331 frontline staffs from 22 production teams in four manufacturing enterprises in China. A structured questionnaire was employed as the research instnmaent for this study. It consisted of five scales designed to measure the variables of workplace bullying and team identification. All scales were well-established in the literature. The social identity differences were calculated by Euclidean distance. SPSS 21.0 was adopted to perfor