Victims Of Mobbing Research Articles

How Do Men Evaluate and Blame Victims of Mobbing? Depending on the Victims' Identification as Feminist or Egalitarian.

In the current research, our objective was to explore how men assess and assign blame to both a man and a woman who are victims of workplace mobbing, depending on whether they identify as feminist or egalitarian. It is well recognized that the label "feminist" carries distinct connotations when applied to individuals of different genders. However, it remains unclear whether these varied connotations are due to the label itself or its underlying meaning. Given that the feminist label has been traditionally stigmatized, we aimed to disentangle the influence of the label from its semantic content. To achieve this, we compared the evaluations and attributions of victim blame directed toward targets labeled as feminist with those labeled with a similar but more neutral term-that is, egalitarian-as well as with unlabeled targets. Considering that much of the previous research in this area has focused on samples predominantly composed of women, we aimed to investigate how men respond to these labels. Through three experiments involving male participants (N = 628), we presented fictitious scenarios depicting a man or a woman who were victims of workplace mobbing due to their identification as feminist or egalitarian. The key finding of our research is that the feminist label, rather than its semantic content, significantly influences the evaluations and assignment of blame expressed by men who strongly adhere to traditional male role norms. These findings underscore the importance of these labels (feminist and egalitarian) in social judgments, particularly when applied to victims of workplace mobbing.

The use of religious resources in helping victims of workplace mobbing.

Research shows that in providing assistance to individuals who have experienced psychological traumas, it is beneficial not only to take into account the specific religious spiritual needs but also to employ religious resources. Although the role of religious counsellors using various psychological theories in helping to cope with traumatising experiences is acknowledged, there is still a lack of a conceptualising approach to the possibilities of employing religious resources used in Christian spiritual assistance, seeking to help cope with the effects of workplace mobbing. Therefore, this study aims to conceptualise the perspective of integrating Christian spiritual assistance resources in overcoming the individual consequences of workplace mobbing. This review is based on an interdisciplinary approach and abundant literature of psychology, psychotherapy and theology sciences. The article details the main physical, psychological and social aspects of damage to the person, caused by mobbing, which provide for a corresponding triple assistance perspective. After highlighting the essential resources provided by the Christian religion for coping with traumatic experiences, the necessity to consider the religious needs of the victims of mobbing is reasoned and the possibilities of using religious spiritual resources are discussed. In the context of helping victims of mobbing, two main functions of Christian spiritual assistance are distinguished and discussed: auxiliary and main. The results of this review are a useful resource for lay and religious counsellors and encourage their collaboration. The research findings also provide a basis for further research on the use of religious resources in the context of helping victims of mobbing.

Mobbing: causes and ways to overcome

The article is devoted to highlighting one of the current problems - preventing mobbing at the workplace and overcoming it, as well as clarifying the causes of this negative phenomenon in order to understand its nature. The changes made to the Code of Labor Laws of Ukraine regarding for the prevention of mobbing were analyzed. Attention is focused on the fact that although the legislator has introduced legal mechanisms for protection against mobbing at the workplace, some issues in practice remain open. Such a problematic aspect as the non-regulation at the legislative level of the manager's procedure in case of mobbing facts at the enterprise is detected, because the psychological situation in the work team led by him depends on his attitude to them, as well as the implemented preventive measures to combat mobbing.
 Different approaches of scientists to the interpretation of the concept of "mobbing" were analyzed, based on which the most general definition was derived. It is noted that mobbing is a complex social phenomenon with negative consequences that are manifested in various spheres - psychological, industrial and economic, health care, moral, so in order to understand its nature, it is also studied in the context of management and psychology, sociology, ethics and medicine . Therefore, mobbing as a subject of research is multidisciplinary. It is noted that the manifestations of mobbing in the modern industrial and economic sphere for various reasons (high competition, pragmatic approach to building a career, personal defects - vanity, boasting, envy, superior attitude towards colleagues, etc.) are becoming more and more widespread in labor teams. It was emphasized that mobbing can be done by any member of the team, regardless of age, gender, nationality, or, for example, the duration of work in this team or position - both an ordinary employee and his manager.
 It was found that the causes of mobbing are different in nature, mainly psychological. A single and general basis for influencing the victims has not been determined yet. It is established that they are individual for each specific case and depend on various factors, often not directly related to the work function of the affected persons. The authors have characterized and analyzed in detail the features and behavior patterns of mobbers and persons who may become victims of mobbing. Attention is drawn to the difficulty of proving the facts of harassment at the workplace by the manager.
 The opinions of scientists regarding ways to prevent and overcome mobbing at the workplace have been analyzed. It has been proven that it is practically impossible to completely avoid it, since at any enterprise there may be objective reasons that contribute to the aggravation of the situation. The conclusions form and propose ways to overcome this problem, namely: to oblige the employer to create a position at each enterprise, institution, organization, whose job function includes studying the influence of psychological, economic and organizational factors of production on the labor activity of employees of the enterprise, institution, organization for the purpose of developing measures to create favorable working conditions and increase its efficiency; introduce a mandatory discussion of the general atmosphere, interpersonal relations of employees at a specific enterprise, institution, organization at general meetings of the labor team and, based on their results and own professional observations, conduct a systematic analysis of the psychological state of the team.

Mobbing and Social Network Analysis

The aim of this research is to find out the level of mobbing experience of teachers working in educational institutions and to determine the network characteristics of both the social networks of the organizations where mobbing behavior is common and the participants in these networks. The target population of the research consists of teachers working in a province in Türkiye. The sample of the population was determined by cluster sampling method. In total, 376 teachers in 30 schools were reached, but 11 questionnaires were removed during the pre-analysis data scanning phase, and the remaining 365 questionnaires were analyzed. “Negative Acts Questionnaire” and “Social Network Analysis Questionnaire” were used as data collection tools in the research. SPSS 21.0 and UCINET 6 statistical package programs were used for the analysis of the data obtained in the research, and "frequency", "mean" and "multi-network measurements" were used in data analysis. As a result of the research, it is determined that the average level of mobbing experience of teachers in the organizations participating in the research is low. In addition, three organizations where mobbing is common is determined and the social network structures of these organizations is examined. It is observed that the average degrees and network densities are generally low in these organizations. In addition, these organizations generally show a low level of transitivity. In addition, it is evaluated that some of the participants in the social networks of these organizations may be victims of mobbing, considering that they have a low overall degree. As a support to this finding, it is observed that the participants in question have higher internal and external closeness, low betweenness and low eigenvector values compared to other participants in the organization.

Victims’ specific expectations arising from experiences of workplace mobbing

The purpose of the research presented in the paper is to define key expectations of victims, arising from specific experiences of workplace mobbing. The research seeks to answer the following problem questions: What sufferings can verbal and non-verbal hostile behaviour acts cause for the victim of workplace mobbing? What personal characteristics of the individual can increase the risk of becoming the victim of workplace mobbing? What are the expectations of help for victims of workplace mobbing? The research was conducted using the semi-systematic literature review method. The research results show that the researchers focus on the experiences caused by mobbing, such as irritation, anxiety and fear, helplessness, pain, loneliness and shame. Four groups of qualities of victims of mobbing (psychological characteristics, social competency, social attitudes and distinctiveness) examined in the scientific literature have been identified. Finally, three groups of expectations among victims of mobbing (internal, interactional and external) have been distinguished. It is concluded that orientation to expectations and their better understanding helps to look at the mobbing situation, first of all, from the victim’s perspective.

Соціальна профілактика мобінгу у трудовому колективі

The article is devoted to the theoretical study of the problem of social prevention of mobbing as psychological violence in the workplace. It is determined that the issue is relevant due to the spread of the phenomenon of mobbing and its negative impact on the mental health and work activity of the employees. It is found that in the international practice, the main approaches to the prevention of mobbing are consolidated at the legislative level. Social prevention is defined as a complex of activities aimed at preventing, detecting and eliminating violence. The paper substantiates the feasibility of primary and secondary prevention of mobbing in the workplace. It is noted that primary prevention is aimed at preventing the incidence of mobbing and consists mainly of raising the level of awareness of the employees about the causes, forms, features and consequences of mobbing, as well as possible ways of providing the assistance. The methods used in primary social prevention of mobbing in the workplace are defined as follows: awareness raising and educational activities; programs and courses within the framework of professional development; corporate holidays; team-building activities; monitoring of information resources of the organization; various kinds of social advertising, etc. The author notes that secondary prevention is aimed at preventing the escalation of an existing case of mobbing, minimizing the risk of its recurrence, and providing social and psychological assistance to victims. It is established that the methods of secondary prevention of mobbing include the following: the functioning of special commissions to review mobbing cases; registration of mobbing cases, statistics and monitoring of conflict relations in the team; psychological support for victims of mobbing; consultations and diagnostic interviews; social and psychological training, etc. It is concluded that social prevention of mobbing should comply with the principles of consistency and continuity. Keywords: mobbing, psychological violence, social prevention, primary prevention, secondary prevention, methods of prevention, workplace.

Disabled Employees as A Vulnerable Group in the Labor Market and Mobbing: A Qualitative Research in Tokat Province

Out of the vulnerable and disadvantaged groups in the labor market, disabled employees make up one of the segments that is most exposed to mobbing in the workplace. In this study, we investigated mobbing processes against disabled employees and their effects on them. The research was conducted through faceto-face in-depth interviews with 10 disabled employees in the province of Tokat, between November 2019 and December 2020. The obtained data was analyzed using descriptive and content methods. We examined the characteristics of handicapped employees who had been victims of mobbing, the mobbing acts used against them, causes and types of mobbing and their effects on the victims. The findings show that disabled employees are subjected to acts of mobbing including scolding, mockery, shouting, humiliation, backbiting, overloading, disdain, and being given work below their qualifications. Negative prejudices and attitudes towards disability are among the causes of mobbing against disabled employees in the workplace. Mobbing affects the effective and equal participation of disabled people at work and hinders their permanent presence in the labor market. The psychological and physical health of disabled employees who are victims of mobbing worsen and their disability-related health problems deteriorate. Mobbing impairs the physical and mental health of disabled employees and reduces their productivity as well. Mobbing weakens and eventually breaks these people’s ties with the labor market and their working lives.

The New Testament and Workplace Mobbing: Structuring of Victims’ Experiences

Both practitioners and researchers confirm the utility of spiritual assistance for victims of violence, but the opportunities for religious spiritual assistance for persons who have experienced workplace mobbing have remained little explored in recent years. Although it is acknowledged that biblical narratives can help to structure personal experiences in coping with the traumatic consequences of violence, the main problem is the indefiniteness of the systematic application of specific texts in the process of assisting victims of workplace mobbing. In order to fill this gap, the analysis of the literature on workplace mobbing was performed and based on the identified essential features of the phenomenon, the types of response to violent behaviour in the Gospel of Luke were distinguished. Links between workplace mobbing and the gospel as well as guidelines for their practical application are discussed.

Religious and Non-Religious Workplace Mobbing Victims: When Do People Turn to Religious Organisations?

Researchers’ interest in the impact of religious–spiritual assistance on victims of violence has increased in recent decades; however, factors that are relevant to workplace mobbing victims who seek such assistance remain poorly investigated. The purpose of this study is to highlight the factors that make spiritual assistance of religious organizations acceptable to religious and non-religious workplace mobbing victims. The study involved 463 adults working in Lithuanian organizations, of whom 79.5 per cent indicated that they were religious. ANOVA and Chi-square tests revealed that the significant factors were similarity of personal and religious values, the relation with the person providing assistance, and the circumstances characterising assistance. This study promotes further scientific discussion on the involvement of religious organizations in helping victims of workplace mobbing and explains why religious and non-religious individuals seeking assistance turn to religious organizations. The article presents only a part of the research results of the implemented project.

Mobbing Syndrome during COVID-19

Introduction: Mobbing syndrome is frequently observed in health care settings. Inadequate management has a profound effect on victims since they demonstrate difficulties in defending themselves while causing them physical, psychological, social and work-related consequences. Aim: To measure the occurrence of this phenomenon among nursing staff in the midst of a covid-19 pandemic. Methodology: The Negative Acts Questionnaire- Revised (NAQ-R), an instrument designed to measure exposure to bullying in the workplace was used. It consisted of a total of 31 questions. Chrobanch alpha reliability coefficient was (α)= .898. Questionnaires were distributed via Google Forms online platform due to the Covid- 19 pandemic. A total of 216 nurses participated in the study. SPSS v.25 was used for the statistical analysis. Results: The vast majority of the sample (76.9%) were victims of mobbing. The score ranged from 27-90 with a mean of 54.44. The results showed that younger nurses (p<0.05), who resided in rural areas (p<0.05), were single (p<0.05), did not hold an administrative position (p<0.05), had less professional experience (p<0.05) and an annual income of 10,001-20,000€ (p<0.05) scored higher. Conclusions: The percentage of nurses who suffered moral harassment is particularly alarming and therefore it is necessary to inform and take preventive and safety measures for employees that are victims of mobbing.

Coping strategies towards mobbing used by medical and nursing staff in the hospitals of the prefecture of Etoloakarnania, Greece

IntroductionThe aim of this study is to investigate mobbing in the Hospitals of Etoloakarnania, Greece. Additionally, this research aims to find out which coping strategies are used by health care professionals who have suffered mobbing and how their quality of life has been affected.ObjectivesThis research aims to depict mobbing phenomenon’s extent and investigate the coping strategies and quality of life of working staff, victims of mobbing.MethodsThe research methodology was based on two questionnaires: LIPT scale and the scale of assessing bullying management strategies, as well as demographic data, which were answered by 130 people. A sufficient sample for the needs of this study to produce comparable results with the existing literature.ResultsMobbing is observed to a large extent of 83.8% , which, however, seems to be at lower levels in relation to corresponding researches abroad. In addition, the majority of respondents who appear to have been harassed at work are mostly women (78.5%), which seems to be in line with global studies. Τhe consultants and the supervisors take advantage of their position of power and impose or change duties on other staff (45.3%), in order to punish their subordinates, exacerbating the phenomenon of mobbing, also. Finally, the participants recognize the phenomenon and look for the majority of positive ways of action (65%), while they do not resort to non-constructive ways of solving the problem.ConclusionsMobbing is a serious phenomenon that affects working staff’s mental health and quality of life. Policies should address effectively this deleterious aggressive behaviour.DisclosureNo significant relationships.

Study of mobbing processes in the education system

In the modern world, the problem of psychological violence is relevant. The foreign word mobbing, which has been used by Russian researchers only for several years, is currently well known to lay people. Mobbing is a phenomenon of psychological violence, expressed in the long-term persecution of an employee in the workplace. This process is present in schools, universities and companies. The spread of psychological violence in different age groups and organizations indicates the conditions in Russian society contributing to its development - economic and political instability and pronounced social inequality. An important condition for mobbing processes is the corporate microclimate. Mobbing can be caused by an insignificant conflict in the workplace. Conflict situations arise when people interact. Victims of mobbing have an increased likelihood to deteriorate their psychological and physical health. The purpose of the work is to study mobbing processes in the education system. The study analyzes five educational institutions of Irkutsk region. The study was being conducted from October 2020 to October 2021. The most common methodological tool for studying mobbing are psychological methods; the survey of teachers was, therefore, conducted. Based on the survey analysis, mobbing processes in labor collectives were identified, and the most vulnerable categories of workers were identified. The key causes of mobbing processes in the workplace is indifference or even encouragement of aggressive behaviors. The launch of mobbing processes depends on the leader and staff. Employees satisfied with their jobs and corporate relationships work better and get sick less often. Those who try to use mobbing to strengthen the team and improve the labor productivity will fail.

Zjawisko mobbingu na współczesnym rynku pracy – na przykładzie pielęgniarek pracujących na terenie Bydgoszczy

The article presents the results of pilot empirical research concerning the workplace mobbing experienced by nurses. The study aimed at identifying the data which would allow formulating the hypotheses contributing to solving the main research problem: How often does mobbing occur in the nurses’ work environment? The research was conducted using the literature analysis method and a diagnostic survey. The obtained results seem alarming, because the respondents were not only victims of mobbing, the source of which were various entities co-creating the everyday life of hospitals and healthcare centres, but also reported a number of other significant dysfunctions of work process.

ПОНЯТТЯ ТА СУТНІСТЬ МОБІНГУ, ШЛЯХИ ЙОГО ПОДОЛАННЯ

У більшості країн світу, а також в Україні поступово поліпшуються умови праці та зростає заробітна платня. Ці два фактори разом з не досить стабільною економічною ситуацією призводять до страху втрати робочого місця. Така обставина часто спричиняє некоректну поведінку щодо своїх колег у трудових колективах. Сьогодні роботодавці скаржаться на низьку ефективність праці своїх співробітників, проте самі вони не тільки не спроможні адекватно організувати трудовий процес, а й часто формують неробочу атмосферу, повну інтриг, цькувань і насильства. Як результат – продуктивність праці низька, у колективі панує ненависть один до одного, а найперспективніші працівники не витримують тиску та звільняються. Здебільшого в пострадянських трудових колективах із розвинутим неформальним апаратом управління права працівників, які закріплені в чинному законодавстві, нівелюються, прийнятними стають практики «витравлення», або «виживання» людей із роботи. Це можуть бути працівники з іншими соціально-політичними поглядами, ті, хто не піддається домінантним практикам психологічного чи сексуального пригноблення, має на меті створення незалежної профспілки, хто хоче чесно працювати, а не брати участь у суперництві, «хто ближчий до трону» на банкетах та нарадах тощо.

Mobbing in Banks: The Role of Gender and Position on the Process of Mobbing in Banks in Poland and Russia

Purpose: The main purpose of this paper is to determine the scale of mobbing in banks, in particular we seek to investigate who is the most frequently a mobber and who is most often affected by mobbing. Approach/Methodology/Design: English and Polish literature from EBSCO, ProQuest, and Emerald databases were used to write the article. The methods that were used for the study were classification trees, the Mann-Whitney test, and descriptive statistics. Findings: This paper presents the results of an empirical study of bank employees in Poland and Russia. The following hypotheses were adopted: 1. Superiors are more likely to be perpetrators of mobbing than employees at the same organizational structure level. 2. Women more often than men report that they are victims of mobbing. Both hypotheses were disconfirmed in the research. Indeed, it turned out that employees at a similar level were more likely to be guilty of mobbing and that men were more often victims of mobbing. Practical Implications: The phenomenon of mobbing is poorly understood, especially in banks. We managed to identify the groups most exposed to mobbing. In these groups, anti-mobbing prevention should be implemented first. Originality/Value: Banks are very reluctant to undertake any research cooperation. The obtained results shed new light on who is being mobbed in general and who is being mobbed in financial institutions. The contribution of this paper is also to propose a mobbing index, which takes into account not only the frequency of mobbing but also its quality aspects, i.e., the various types of mobbing.

Gender Patterns in Mobbing Victims: Differences in Negative Act Perceptions, MMPI Personality Profile, Perceived Quality of Life, and Suicide Risk.

With the aim of investigating the impact of gender-related personality characteristics on bullying perceptions and outcomes, a correlational study was designed with 114 individuals who had used a public health service aimed at harassed workers identifying themselves as victims of mobbing in central Italy. The study was conducted using the following questionnaires: the Negative Acts Questionnaire (NAQ), a measure of workplace bullying; the Minnesota Multiphasic Personality Inventory (MMPI-2), used to provide information to measure personality dimensions for workplace screening; the World Health Organization Quality of Life (WHOQOL-BRIEF) which assesses four domains assumed to represent the quality of life construct; and the Suicidal Potential Scale (SPS) used to assess suicidal ideation. MMPI-2 profile results show a significant elevation of specific MMPI scales and gender differences. When compared to women, men who complain of being the victims of negative actions at work are more depressed, paranoid, introverted, anxious, and obsessive, and have higher anger levels and lower self-esteem. Many different MMPI-2 scales are also predictors of quality of life (QoL) perceptions and suicidal tendencies. The NAQ total score, however, predicts quality of life and suicide risk. Perceptions of negative actions have a serious effect on life outcomes. The results provide useful indications on personality profiles and gender differences, which can be understood as antecedents in the perception of negative events, and factors capable of modulating the effect of perceived bullying actions on outcomes.

Does mobbing impact witnesses? An observational study on the nursing staff of a hospital in Buenos Aires

Introduction: mobbing is a set of unacceptable behaviors and practices, aimed at, causing or likely to cause physical, psychological, sexual or economic harm, and includes gender-based violence and harassment.Objective: to analyze the impact of mobbing on witnesses and its relationship to job performance.Method: an observational, descriptive, cross-sectional, descriptive study was carried out in a hospital in the Buenos Aires suburban area. The sample consisted of 64 nursing professionals. Four evaluation instruments were used.Results: In the sample studied, 51,6 % had been victims of mobbing, 79,68 % had witnessed this type of act and 37,5 % reported that they currently feel harassed or psychologically bullied at work. The mean score obtained in the HPT-R was 65,51 ± 25,96. The results show that witnesses suffer significantly more stress symptoms than non-witnesses. Witnesses presented higher means for the vast majority of the stress symptoms analyzed. When ANOVA test was applied, it was found that those who were witnesses had higher number of stress symptoms, HPT-R scores and lower professional performance.Conclusions: Witnesses of psychological harassment at work had a higher perception of stress symptoms than those who did not, in addition to a higher overall score of perceived harassment and lower job performance

LEGAL PROTECTION OF THE INDIVIDUAL AGAINST MOBBING

The current legal norms - in the field of mobbing - do not guard the protection of the rights of victims of mobbing, nor do they favor the pursuit of statutory guaranteed claims by victims of mobber activities. Keep in mind that anyone can become a victim of mobbing and you never know when this problem will affect the next person. The joint responsibility of the legislature, executive and judicature for good law, which should take into account the protection of the individual against the destructive intensity of mobbing, will take place when victims of mobbing are protected by law,and the mobbers will be responsible for their actions. The inevitability of punishment for a mobber is a signal to society that public authorities are responsibly complying constitutional obligations.

A QUALITATIVE RESEARCH ON THE PSYCHOLOGICAL AND SOCIAL ANTECEDENTS AND CONSEQUENCES OF MOBBING

The aim of this research is to examine the mobbing concept which we learn more and more about its destructions every day from a different perspective and contribute to the literature. 42 people who said they were victims of mobbing were interviewed. However, considering the issues required to be considered mobbing in the literature, only 14 of these individuals were able to participate in the analysis, and in-depth interviews were conducted using the phenomenology pattern, which is one of the qualitative research methods, and some conclusions were reached on the premises and results of the case. In the framework of the research results, it is revealed that managerial factors are a very important factor. In the literature, mostly individual factors are examined and in this study, administrative factors are highlighted. It is thought that the results of the research will contribute to both the scales developed about mobbing and the research models to be developed on the subject

MOBBING IN PROFESSIONAL ENVIRONMENT

The article is devoted to the analysis of the causes, manifestations and consequences of mobbing as a form of psychological violence in professional environment. Due to the large amount of literature and media covering this topic in Europe, the problem of workplace mobbing has begun to be discussed as well, but the study of this problem is not receiving enough attention, so victims of mobbing have to rely more on themselves. Nowadays, scientific works on this problem are of a general nature, the theoretical and methodological foundations of this phenomenon, its causes and consequences are not well researched in Ukraine. The article analyzes the causes, manifestations and consequences of mobbing as a form of psychological violence in the workplace, highlights its main characteristics, highlights the essential signs of mobbing. Logical and semantic; method of generalization; structural and functional method were used to study of this problem. The individual-psychological features of mobbing targets andmobsters, the connection between mobbing at work and personality disorder have been singled out. It has been stated that in Ukraine it is necessary to study and use the experience of European countries on counteracting mobbing at work in order to improve working conditions, create a comfortable psychological atmosphere, prevention of professional burnout and protection of the professional dignity of the employee.