Volatile relationships between managers and staff are sending people over the edge on a daily basis, a study shows。
据一项调查显示，上司与下属之间的随时可能矛盾激化的人际关系每天都会让上班族们相当的抓狂。
Professor Wayne Hochwarter has been analysing the factors thatcause hostility, stress and declining performance at work for manyyears, and says the problem is as serious as it ever was。
Wayne Hochwarter教授多年以来一直在研究职场中敌意的产生、工作压力和工作表现及效率下降方面的问题，他说目前上司下属的关系的恶化的程度前所未见。
'We've got serious issues with the way we manage people and bringcivility to the marketplace,' he told BusinessNewsDaily. 'Managing thehuman animal isn't like running a table saw or using a computer.'
“工作过程中，如何管理人力资源并使其发挥最大的作用，我们在这方面遇到了些非常棘手的问题”，他告诉商业媒体，“管理人这种动物并不像使用电锯或操作电脑那样简单。”
A professor at the Florida State University College of Business,his latest study paints an ugly picture of how poisoned thesupervisor-employee relationship has become。
一位佛罗里达州立大学商学院的教授在最近研究中描述了一副丑陋的画面，展示了上司下属之间不和谐的关系已经发展到了何等严重的地步。
More than 40 per cent of the 400 mid-level employees he surveyedsaid they wouldn't acknowledge their boss if they ran into each other onthe street。
在他所调查的400名中层雇员当中，有百分之四十的人表示，即使在街上无意间遇到了自己的老板，他们也会装作没看见、
Another 32 per cent indicated that they work for a 'Dr. Jekyll andMr. Hyde' type and nearly a third - 29 per cent - said their boss would'throw them under the bus' to save his or her job。
另外有百分之三十二的人指出，与上司一同工作的“主仆”模式非常明显，有将近百分之三十的人称，为了要留住工作，他们不惜与上司划清界限，保持距离。
Hochwarter's research showed that workers enduring suchcircumstance are stressed both at work and at home, are less willing toexert effort for the company good, experience sleep disturbances, reportdeclining levels of self-worth and suffer from a variety of additionalquality-of-life maladies。
Hochwarter的研究显示，在这样一种环境之下，不论是在工作场合还是回家以后，雇员都会感到非常大的压力，也不太愿意为公司的发展出力，同时还会造成他们的睡眠紊乱，降低他们的自我价值人动感，更不用说由此所引发的各种在生活中体现出的弊端。
Exacerbating the problem, Hochwarter said, is the lack of an alternative for millions of unhappy employees。
Hochwarter指出，使得这个问题雪上加霜的是，这些千上万的很不开心的雇员除此之外别无选择。
'For workers in declining industries such as construction andmanufacturing, catching on with a company able to offer comparable wageshas been virtually impossible,' he said。
“亿一些夕阳产业的劳工为例，比如说建筑行业和生产制造业，要找到另外一份工资与此相当的工作几乎是不可能的”，他说。
'Plan B just doesn't exist for many employees at the level it did five or 10 years ago.'
“早在五年或十年之前，对于很多雇员来说，他们已经没有了备选的方案。”
This is not Hochwarter’s first study to examine the tensions between workers and management in the American workplace。
Hochwarter并不是第一个研究美国职场上员工与管理层之间日益恶化的关系的学者。
He has studied managers' behaviours, showing that, for example, 39per cent failed to keep promises, for example, management's Seven DeadlySins at work, where 41 per cent of bosses were viewed as lazy, pushingtheir work on subordinates; and manager narcissism, with 31 per cent ofemployees reporting that their boss significantly exaggerated their ownaccomplishments。
他在研究了管理者的行为之后发现，有百分之三十九的人难以信守承诺，例如管理层的七大禁忌，在下属眼中，有百分之四十一的老板被认为是懒惰的，对待工作推三阻四。百分之三十一的雇员表示老板的“大头症”十分让人受不了，他们会毫无边际的夸大自己的成就。
Hochwarter has also examined subordinates’ reactions to abuse, where 27 per cent reported having hidden from an abusive boss。
Hochwarter还研究了雇员对于“职场冷暴力”的反应，有百分之二十七的人表示会听之任之，隐忍于心。
It's not that bosses are born evil, Hochwarter said. They are victims of a system that manages for the short-term by numbers。
Hochwarter说，老板们并不是天生的坏蛋，他们也是一个只追求短期利益的管理系统的受害者。
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