Intervenções em assédio moral no trabalho: uma revisão da literatura

Glina, Débora Miriam Raab; Soboll, Lis Andreia

doi:10.1590/s0303-76572012000200008

Cited by 21 publications

(39 citation statements)

References 30 publications

(16 reference statements)

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“…On the other hand, few studies have assessed the effi cacy of such interventions (Glina & Soboll, 2012). According to the European Agency for Safety and Health at Work (2009a), mobbing is a psychosocial risk factor, and, as such, must be addressed by interventions which follow general guidelines for risk assessment and management in the workplace.…”

Section: Intervención Psicológica Ante El Acoso Moral En El Trabajo Rmentioning

confidence: 99%

“…Possible interventions for victims of workplace mobbing include counseling, support groups, rehabilitation and return-to-work strategies, and the establishment of ombudsman services (Glina & Soboll, 2012). According to Tehrani (2003), such interventions should be implemented by professionally trained counselors.…”

Section: Intervención Psicológica Ante El Acoso Moral En El Trabajo Rmentioning

confidence: 99%

“…Furthermore, participants tended to associate harassment with aggressive behavior by managers, which suggests that downward harassment may be more common than other types of abuse in these organizations. Glina and Soboll (2012) describe mobbing as a negative behavior which constitutes an extreme form of psychological violence, which causes embarrassment to the victim (Soboll, 2010). Hirigoyen (2005b), who is responsible for the worldwide dissemination of the concept of mobbing, defi nes it as any and all abuse which manifests especially in the form of behaviors, words, acts, gestures, and writings, and harms the personality, dignity or the physical and psychological integrity of the individual, putting their job at risk or degrading their work environment.…”

Section: Mobbing: Humiliation and Abuse Of Powermentioning

confidence: 99%

“…Although there is no consensus as to the average frequency and duration of these phenomena (Glina & Soboll, 2012), these characteristics are fundamental for the identifi cation of mobbing behaviors, and for the differentiation between this and other forms of workplace violence (Einarsen & Skogstad, 1996).…”

Section: Mobbing: Humiliation and Abuse Of Powermentioning

confidence: 99%

“…However, according to the national and international literature (Glina & Soboll, 2012;Sheehan, 1999), workplace mobbing has become an increasingly common phenomenon due to the changing dynamics and pressures of the working world. As such, we cannot refrain from discussing the different types of interventions involving the victims of mobbing.…”

Section: ''What We Do Is Implement Manager Development Initiatives Inmentioning

confidence: 99%

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Psychological interventions against workplace mobbing

Rissi¹,

Monteiro

Cecconello³

et al. 2016

Temas Psicol.

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Workplace mobbing is a global phenomenon with a complex and multicausal nature. This concept refers to violent behaviors which aim to humiliate, exclude and cause psychological damage to an individual or group in the work environment. Since workplace mobbing may cause or exacerbate several psychological disorders, it must be addressed by psychological interventions. In light of these concerns, the aim of this article was to investigate whether psychologists in organizational settings address the issue of mobbing, and describe the interventions implemented in this type of situation. We also sought to investigate their understanding of the concept of mobbing in the workplace. This was a qualitative exploratory study involving seven psychologists recruited by convenience. Participants were interviewed, and data were processed by content analysis. Our fi ndings showed that psychologists make use of specifi c and isolated preventive interventions, as well as reactive interventions, such as maintaining a physical distance between the parties involved in mobbing and monitoring the behavior of the offender. It was also observed that psychologists adequately understand bullying as a phenomenon characterized by humiliation, which is often perpetrated by managers, as a form of abuse of power.Keywords: Mobbing, psychological interventions, prevention, work. Intervenções Psicológicas diante do Assédio Moral no TrabalhoResumo O assédio moral é um fenômeno mundial, complexo e multicausal. Refere-se a comportamentos violentos que visam humilhar, rechaçar e demolir psiquicamente o indivíduo ou grupo assediado, no contexto do trabalho. Devido ao seu potencial para causar sofrimento psíquico e adoecimento no trabalho, pode exigir intervenções psicológicas. Nesta perspectiva, o artigo objetiva identifi car se os Psicólogos, 1 Mailing address: Faculdade Meridional -IMED,

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Section: Intervención Psicológica Ante El Acoso Moral En El Trabajo Rmentioning

confidence: 99%

Section: Intervención Psicológica Ante El Acoso Moral En El Trabajo Rmentioning

confidence: 99%

Section: Mobbing: Humiliation and Abuse Of Powermentioning

confidence: 99%

Section: Mobbing: Humiliation and Abuse Of Powermentioning

confidence: 99%

Section: ''What We Do Is Implement Manager Development Initiatives Inmentioning

confidence: 99%

See 3 more Smart Citations

Psychological interventions against workplace mobbing

Rissi¹,

Monteiro

Cecconello³

et al. 2016

Temas Psicol.

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Cross-sectional and longitudinal relationships between psychological violence and teacher burnout

Melanda

Salvagioni

Mesas

et al. 2021

Int Arch Occup Environ Health

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Assédio moral: uma análise a partir da percepção de advogados que defenderam trabalhadores assediados

Zamarchi

Rissi

Bedin

2021

Cad. Psicol. Soc. Trab.

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O assédio moral tem reverberado em pedidos indenizatórios junto ao poder judiciário trabalhista, e muitos deles têm sido negados. Dentre os motivos, estão as inconsistências apresentadas pelos advogados nos processos judiciais. Desse modo, o objetivo desta pesquisa é analisar a compreensão dos advogados em relação ao assédio moral no trabalho, por meio de um estudo qualitativo com 16 advogados, que defenderam ao menos um processo de assédio moral. Os dados oriundos de entrevistas foram tratados por análise de conteúdo, gerando categorias temáticas a posteriori. Os principais achados indicaram compreensões sobre o assédio moral divergentes do embasamento jurídico e psicológico, em termos de definição e caracterização, bem como quanto à distinção entre assédio e dano moral. Ademais, os advogados informaram os principais meios de prova utilizados, as dificuldades no estabelecimento do nexo causal entre assédio e adoecimento e relataram condutas enganosas que contribuem para fragilizar a noção de assédio moral. Os resultados geram preocupações quanto ao enfrentamento do assédio moral no trabalho, indicando a necessidade de qualificar a compreensão dos advogados.

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Intervenções em assédio moral no trabalho: uma revisão da literatura

Cited by 21 publications

References 30 publications

Psychological interventions against workplace mobbing

Psychological interventions against workplace mobbing

Cross-sectional and longitudinal relationships between psychological violence and teacher burnout

Assédio moral: uma análise a partir da percepção de advogados que defenderam trabalhadores assediados

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