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İŞYERİNDE PSİKOLOJİK TACİZ OLGUSU: NİTELİĞİ, YAYGINLIĞI VE MÜCADELE STRATEJİSİ

THE PHENOMENON OF WORKPLACE MOBBING: NATURE, PREVALENCE AND COMBATTING STRATEGIES

Journal Name:

  • Sosyal Siyaset Konferansları Dergisi

Publication Year:

  • 2009

Key Words:

Keywords (Original Language):

Author NameUniversity of AuthorFaculty of Author
Abstract (2. Language): 
Mobbing is largely recognized as identifying aggressive actions and psychological assault by a superior against a subordinate or a person against a colleague. Workplace mobbing has emerged over the past ten years as a complex problem. However, mobbing is not a marginal phenomenon in today's organizations. It is the fastest-growing form of workplace violence. Mobbing stems from superiors, coworkers or subordinates in 45 different forms classified by Leymann. There are several risk factors for mobbing. The nature of relationship between individual, situational and organizational variables, and mobbing is, to some degree, open to interpretation. The purpose of this work is to explain the phenomenon of workplace mobbing from different perspectives.
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Abstract (Original Language): 
Psikolojik taciz büyük ölçüde bir amirin astına veya bir kişinin çalışma arkadaşlarına karşı agresif davranışlarını ve psikolojik tacizlerini tanımlayan bir kavram olarak kabul edilmektedir. İşyerinde psikolojik taciz son 10 yıllık dönemde ön plana çıkmış karmaşık bir problem alanıdır. Buna karşılık, psikolojik taciz günümüzde organizasyonlar için marjinal bir olgu değildir. En hızlı genişleyen işyeri şiddet davranışı biçimidir. Psikolojik taciz, Leymann tarafından tanımlanan 45 farklı tutum ve davranış biçimde amir, çalışma arkadaşı ve astlardan kaynaklanabilmektedir. Psikolojik tacize yol açan çeşitli risk faktörleri mevcuttur. Bireysel, durumsal ve örgütsel faktörlerle psikolojik taciz arasındaki ilişkinin niteliği bir ölçüde yorumlamaya açıktır. Bu makalenin amacı, psikolojik taciz olgusunu farklı perspektifler açısından değerlendirmektir.
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  • 1
90-150
  • Turkish

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