Abstract
Tourism and recreation are parts of human life environment. A particularly important role is taken by hospitality and tourism service providers employing various groups of employees. However, the work environment is not always comfortable and includes factors that have a negative impact on mental development of the personnel. One of these factors is mobbing. The survey has been conducted in the hospitality sector which indicates a significant growth of mobbing among a group of hotel employees in Northern Cyprus by using quantitative research approach. Negative Acts Questionnaire (NAQ Scale) was used for analysing the level of mobbing. Thus, 360 participants were assessed by a questionnaire. The results have proved that mobbing within sample groups is widespread and seriousness of the problem of mobbing confirms not only the degree of its distribution but also the severity of its consequences for the individual.
Highlights
The role of human resources has significantly increased which is considered as the main carrier of knowledge and skills
Despite the extensive disposition and role of HRM, the topic of mobbing as a type of violence is rarely reflected in the Northern Cyprus HRM practices, in the practice of hospitality companies
The current research study highlighted that positive acts of mobbing behaviors occurred among employees in Northern Cyprus working in the field of tourism and hospitality. 41.9% of the participants perceived themselves as victim in Northern Cyprus
Summary
The role of human resources has significantly increased which is considered as the main carrier of knowledge and skills. The management’s targets qualitatively expanded to managing employees and their knowledge In this regard, there was a need to form a new approach to human resources management that meets the requirements of the current economic paradigm and create conditions for the effective functioning of organizations. Despite the extensive disposition and role of HRM, the topic of mobbing as a type of violence is rarely reflected in the Northern Cyprus HRM practices, in the practice of hospitality companies. They continue to be guided by the inherent directive approaches and transactional management style. Workplace deviance (i.e. “voluntary behavior that violates significant organizational norms and, in so doing, threatens the well-being of the organization or its members, or both”) targeted towards individuals
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