The Concept of Bullying and Harassment at Work

Autoethnography and cognitive adaptation: two powerful buffers against the negative consequences of workplace bullying and academic mobbing

“…Despite these differences in fields and the objectives of studies, and even theoretical and conceptual diversity, similar definitions and consequences of bullying and mobbing have emerged. The literature has consistently shown that actions and practices associated with bullying and mobbing can include withholding information, excluding the victim, social isolation, excessive criticizing or monitoring of the victim’s work, repeated negative acts, systematic mistreatment and victimization of targets, depriving the victim of work responsibilities, silent treatments, spreading rumours about the victim, attacking the victim’s private life, public humiliation, victimization, insulting remarks and even physical aggression (Einarsen, 1996, 1999; Einarsen, Hoel, Zapf, & Cooper, 2003; Einarsen & Skogstad, 1996; Hoel, Cooper, & Faragher, 2001; Salin, 2003). …”

Editorial

“…ill-treatment has been conceptualized by researchers using various labels including; 'bullying' (Einarsen et al, 2011); 'harassment' (Matthiesen, 2006); 'mistreatment' (Lim and Cortina, 2008); 'violence' (Jones et al, 2011); and 'discrimination' (Lewis and Gunn, 2007) among others. Fevre et al (2012) argue that labels such as bullying often conceal the broader experiences of ill-treatment taking place in organizations, particularly in public sector workplaces where there is a stubborn pattern of constancy (Evesson et al, 2015).…”

“…It has been established beyond doubt that a substantial proportion of the working population, varying between 4-20% between studies, is exposed to bullying (for example Zapf et al, 2011), that is, repeated exposure to negative acts, whether work or person-related against which targets finds it hard to defend themselves (Einarsen et al, 2011). Bullying had been found to be detrimental to health, wellbeing and jobsatisfaction (Nielsen and Einarsen, 2010), with consequences likely to show up on organizations' balance sheets in respect of, inter alia, increased absenteeism and turnover rates, and in reduced productivity .…”

A Dinâmica e os Fatores Organizacionais Propiciadores à Ocorrência do Assédio Moral no Trabalho

“…Para tanto, foi realizada uma pesquisa bibliográfica prioritariamente em periódicos científicos, buscando autores representativos na área que evidenciam aspectos organizacionais no âmbito do assédio moral tais como: Einarsen et al (2003Einarsen et al ( , 2005Einarsen et al ( , 2011, Salin (2003aSalin ( , 2003b, Vartia (2003) e Freitas et al (2008.…”

“…É importante ressaltar que as contribuições iniciais do tema vieram quase que exclusivamente da Psicologia, a qual prestava maior atenção aos efeitos sobre o indivíduo e a sua saúde (Barreto, 2006;Bradaschia, 2007;Einarsen et al, 2011). Tal fato pode justificar o foco da abordagem inicial do tema com foco nos comportamentos do agressor e vítima, como forma de criar um padrão de comportamento para tal.…”