Abstract
The phenomenon of mobbing has been recognized by researchers, psychologists, lawyers and legislators as very harmful. However, employees suffering from mobbing in the workplace can be protected in many ways. This article aims to show the most important ways of protecting against mobbing in the workplace. Our work identifies psychological forms of support. We put an emphasis on victim and persecutorpersonalities as well. We also show our recommendations concerning prevention of this form of harassment in an organizational perspective. The next part of the article explains how important is the legal aspect of mobbing and protection of employees’ personal rights: we write about the case-law cited in the Labour Code, the Civil Code and the Criminal Code. Particular emphasis is placed on the Polish labour market.
 JEL classification: M5 Personnel Economics, J7 Labor Discrimination, I1 Health
Highlights
Mobbing is a workplace phenomenon comprising negative and unacceptable actions of one person or group of people towards a weaker individual
Another group at risk from mobbing are people who differ from the rest of the team, be it in origin, nationality, religion, political views, sexual orientation, clothing, non-acceptance of rules prevailing in the workplace or extraordinary talents (Korach, 2015; Szostek, 2013)
According to a survey conducted by public opinion research agency CBOS, 32% of respondents have been subject to inappropriate treatment at the workplace (Szumpich, 2013)
Summary
Mobbing is a workplace phenomenon comprising negative and unacceptable actions of one person or group of people (an employer or group of employees) towards a weaker individual (most commonly an employee with a lower position; Leymann, 1990; 1996). The group are young employees with a good education who have foreign internships and apprenticeships Their skills are a threat for other employees (especially employees with an established and stable professional position) who often question their successes (Kratz, 2007). Experienced and committed employees in a pre-retirement age do not fit the young team, which can be a cause of mobbing (Korach, 2015; Sarzała, 2009) Another group at risk from mobbing are people who differ from the rest of the team, be it in origin, nationality, religion, political views, sexual orientation, clothing, non-acceptance of rules prevailing in the workplace or extraordinary talents (Korach, 2015; Szostek, 2013). An important element is the ability to distinguish mobbing and interpersonal conflict, which is a natural phenomenon in human relations
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