Different typologies of workplace conflict and their connections with post traumatic embitterment disorder (PTED)

Harald Ege

doi:10.4236/health.2010.23033

Abstract

Reported is an empirical study which shows that Post-Traumatic Embitterment Disorder (PTED) is the most appropriate psychological diagnosis for victims of workplace conflicts, particularly bullying. A group of 118 people all reporting conflict at work were evaluated with the LIPT questionnaire, the PTED self-rating scale and a guided psychological interview. 91.5% proved to be affected by a PTED, the slight majority males, aged between 31 and 40 years and subjected to bullying. The evidence suggests that some workplace conflict victims who are presently diagnosed and treated as depression or phobia can be in fact cases of PTED. The treatment may be adjusted and the PTED scale may be used as a screening in-strument similar to scales for anxiety and depressive disorders.

Highlights

In Italy there is a growing interest about conflicts at work and claims for damages from victims
We examined the relevance of Post-Traumatic Embitterment Disorder (PTED) diagnosis in the context of work conflicts
After the application of the method and the analysis of the conflict, three groups resulted: 1) 16.1%: Victims of bullying; 2) 53.4%: Victims of straining; 3) 30.5%: Victims of other conflicts In the second step of the study, these results were confronted with those coming from the PTED scales

Summary

Introduction

In Italy there is a growing interest about conflicts at work and claims for damages from victims. In recent years a considerable number of legal actions have been promoted and medical doctors and psychologists have often been called as expert witnesses to define the conflict, investigate its causes and negative potential, and evaluate the grade of the loss suffered by the claimant This should be done, both in a purely medical sense (biological damage, or damage to the health) and in the so-called existential aspect (damage to the interior existence of the person, his/her affectivity, habits, interests, quality of life). It is very important for Work Psychology to find suitable answers to the requirements of the Law, that is to dispose of efficient, clear and objective instruments to distinguish the different forms of workplace conflicts and to guarantee diagnostical accuracy.

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Conclusion