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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. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

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.

İş yerinde mobbing davranışı, yarattığı bireysel, örgütsel ve toplumsal sorunlar sebebiyle süreçteki tüm aktörleri olulmsuz yönde etkilemektedir. Bu etki her vaka için değişkenlik gösteren düzeyde olsa da her bir vakanın önlenmesi tarafların tümü için büyük önem taşımaktadır. İş yerinde mobbing, sonuçlarının yol açtığı etkiler sebebiyle yönetim organizasyon alanında hem uygulayıcı olan işletmeler hem akademik yazın açısından önemi göz ardı edilemeyecek düzeydedir. Bu sebeple iş yerinde mobbing değişkeni, 1970’lerde tanımlanmasının ardından çok sayıda akademik çalışmaya konu olmuştur. Buradan hareketle bu çalışma kapsamında yönetim organizasyon yazınında mobbing değişkenini konu edinen çalışmaların derinlemesine irdelenmesi ve ortak çıkarımlarda bulunulması amaçlanmıştır. Araştırma amacı doğrultusunda ilk olarak mobbing ile ilişkisi en fazla çalışılmış olan değişkenler “işten ayrılma niyeti, iş tatmini, tükenmişlik ve örgütsel bağlılık” olarak belirlenmiştir. Tespit edilen dört değişken için dört ayrı meta analiz yapılacağından, belirlenen meta analiz dahil etme kriterleri doğrultusunda dört ayrı veri seti oluşturulmuştur. Meta analiz çalışması bulgularının değerlendirilmesi doğrultusunda mobbing değişkeni ile işten ayrılma niyeti, iş tatmini, tükenmişlik ve örgütsel bağlılık değişkenleri arasında Cohen etki büyüklüğü sınıflandırması kriterine göre orta düzeyde ilişki olduğu sonucuna varılmıştır. Yapılan alt grup analizleri ile de belirlenen düzenleyici değişkenlerin bu ilişkilerdeki rolü ortaya konulmuştur. Araştırmanın, mobbing değişkenine ilişkin yapılan tüm çalışmaları yıl ve coğrafya kısıtı getirmeden irdelemesi ve kullanılan meta analiz yönteminin alanda yeni olması bağlamında özgün değer taşıdığı düşünülmektedir.

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. [ABSTRACT FROM AUTHOR]

The incidences of mobbing or workplace bullying are common occurrences among nurses. Mobbing (workplace bullying) impacts the target, those close to them, and the organization in which they work. Job satisfaction plays an essential role in sustaining an adequate nursing workforce. This correlational study examined the relationship between mobbing (workplace bullying) and job satisfaction among nurses. A nonpurposive sampling approach was used to select nurses to participate in the study. The evaluation of participants was facilitated using a demographic questionnaire, the Leymann Inventory of Psychological Terror (LIPT), and the Minnesota Satisfaction Questionnaire (MSQ) Short Form. The study results suggested a significant negative correlation between nurses' experience of mobbing and job satisfaction. Moreover, age, gender, ethnicity, level of education, specialty, and years of nursing experience did not influence the experience of mobbing (workplace bullying). [ABSTRACT FROM AUTHOR]

Employee intention to quit a job stem from supervisory factors, highlighting the importance of punitive supervision in the work domain and the need to explore it as an antecedent. The existing literature has found a positive connection between a punitive supervision style and negative organisational outcomes, such as a high turnover rate and reduced productivity. Thus, the aim of the study is to investigate the direct and indirect impact of punitive supervision on employee turnover intention. Moreover, this study also examined the mediating role of workplace mobbing between punitive supervision and turnover intention. It also explores the moderating role of family motivation between punitive supervision and workplace mobbing. The data was collected using self-report survey questionnaires by utilising time lagged cross sectional study design from teachers working in different public and private universities. The software used for analysis was Process Macro by Hayes on actual sample of 401 employees. The findings supported our contention and verifying that the level of the indirect impact of punitive supervision on turnover intention through workplace mobbing is dependent upon the influence of employee's family motivation. We also found that the positive impact of punitive supervision on turnover intention through workplace mobbing decrease as family motivation increase. The theoretical and practical implications along with the direction for future studies are also discussed. [ABSTRACT FROM AUTHOR]

Mobbing in the workplace affects all actors in the process negatively due to individual, organizational and social problems. Although this effect varies for each case, prevention of each case has great importance for all parties. Because caused by its results, its importance in the field of management organization is at a level that cannot be ignored in terms of both the practitioners and academy. For this reason, the workplace mobbing variable has been the subject of many academic studies after its definition in the 1970s. Based on this, within the scope of this study, it is aimed to examine in depth the studies on the mobbing variable in the management organization literature and to make common conclusions. In line with the purpose of the research, firstly, the variables whose relationship with mobbing has been studied the most were determined as "intention to leave, job satisfaction, burnout and organizational commitment". After this step, four separate meta-analysis studies were carried out on the relationship between variables with the data set created within the scope of the meta-analysis inclusion criteria. In line with the evaluation of the findings of the metaanalysis study, it was concluded that there was a moderate relationship between the mobbing variable and the variables of intention to leave, job satisfaction, burnout, and organizational commitment according to the Cohen effect size classification criteria. The role of regulatory variables in these relationships, which were also determined with the subgroup analysis, was revealed. It is thought that the research has a unique value in terms of examining all the studies on the mobbing variable without any constraints on years and geography and by using the method meta-analysis new in the field. [ABSTRACT FROM AUTHOR]

The aim of current research was to investigate the effect of workplace mobbing and procedural injustice on organizational well-being by mediating role of organizational silence. The study was correlational research based on structural equation modeling. The statistical population of present study was all employees of management of repair, completion, and technical services wells of National Iranian South Oil Company (NISOC) in 2019. This population used as research sample (376 employees). The participants completed the Niehoff & Moorman' procedural Justice Scale (1993), Van Dyne et al ' Organizational Silence( (2003), Steffgen et al 'Workplace Mobbing (2016) and Waterman et al' Personally Expressive Activities Questionnaires (2010). Structural Equation Modeling (SEM) was used for data analysis. The indirect effects were tested using the bootstrap procedure. Results showed that the proposed model fit the data properly. However, findings showed that procedural injustice and workplace mobbing had significant path coefficients on the organizational well-being. Moreover, indirect path coefficients of procedural injustice and workplace mobbing with organizational well-being through organizational silence were significant.

Abstract Background The aim of this study was to determine if there is an increased risk of incident cardiovascular disease (CVD) resulting from workplace mobbing measured with two mobbing instruments in the Gutenberg Health Study. Methods In this prospective study, we examined working persons younger than 65 years for the presence of mobbing at baseline and at a 5-year follow-up using a single-item and a 5-item instrument. We used multivariate models to investigate the association between mobbing and incident CVD, hypertension, and change in arterial stiffness and further stratified the models by sex. Results After adjustment for confounders, mobbed workers appeared to have a higher risk of incident CVD than those not mobbed (single-item HR = 1.28, 95% CI 0.73–2.24; 5-item HR = 1.57, 95% CI 0.96–2.54). With the 5-item instrument, men who reported mobbing had a higher risk of incident CVD (HR = 1.77, 95% CI 1.01–3.09), while no association was observed for women (HR = 1.05, 95% CI 0.38–2.91). There was no difference in risks between men and women with the single-item instrument. No association between mobbing and incident hypertension and arterial stiffness was seen. Conclusions Our results show an indication of an increased risk of incident CVD for those mobbed at baseline when using the whole study population. Differences in risks between men and women when using the five-item instrument may be due to the instrument itself. Still, it is essential to detect or prevent workplace mobbing, and if present, to apply an intervention to halt it in order to minimize its adverse effects on CVD.

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.

This review of the theoretical and empirical literature on workplace bullying and mobbing in higher education provides a synthesis of knowledge on this topic. The theoretical origins of the concepts are identified and current empirical evidence on prevalence, characteristics of the target, duration, causes, effects and responses to abusive conduct among faculty are summarized. Evidence suggests that higher education workplaces are particularly vulnerable to workplace abuse due to their institutional structures and organizational cultures. Gaps in our knowledge base on this topic are identified and areas of future research are described. [ABSTRACT FROM AUTHOR]

Research background: In spite of abundant evidence that Corporate Social Responsibility (CSR) contributes to improving the emotional state of employees as stakeholders and can serve as a useful tool for reduction of their turnover in organizations, until now, it remains unclear how the different status of CSR is related to consequences accompanying mobbing. Purpose of the article: This study compares the emotional state and intentions of Polish and Lithuanian organizations' employees who have experienced mobbing with regard to the status of CSR. The paper presents part of the results of a wider study conducted in two neighbouring states, which are exclusively related to the employees' emotional state and employee intentions after experiencing mobbing in the workplace. Methods: The research sample involved 823 respondents employed in Lithuania and Poland. The questionnaire survey was conducted using the questionnaire "Mobbing as a Psychosocial Stressor in the Organizations Accessing and Implementing Corporate Social Responsibility -- MOBCSR". Comparisons are made with regard to and CSR and relate to Lithuania (LT) and Poland (PL), when organisations are divided into three groups: (I) Is CSR; (II) Seeks to be-come CSR and (III) Does not seek to become CSR. Mann-Whitney U test and Kruskal-Wallis H test were used as the research methods. Findings & Value added: CSR is related to employees' better emotional state and lesser intentions to leave the organisation, but the study revealed unexpected results showing that according to certain parameters, the situation in the organisations seeking CSR was better than in those already declaring this status (e.g. the feeling of hopelessness, reluctance to seek better results, etc.). It is discussed why the results between countries that have similar historical experience and are culturally close differ. The conclusions emphasize the necessity for practitioners and researchers to evaluate the impact of change on employees' emotional state and intentions at different stages of CSR implementation more carefully. Besides, the results revealed a significant impact of the different status of enterprises with regard to CSR on employees' emotional state and intentions to stay in the job. This article contributes to the literature analysing organizational management by filling gaps in empirical research on CSR, mobbing, employees' emotional state and intentions in different cultures. [ABSTRACT FROM AUTHOR]

Background: The aim of this study was to determine if there is an increased risk of incident cardiovascular disease (CVD) resulting from workplace mobbing measured with two mobbing instruments in the Gutenberg Health Study. Methods: In this prospective study, we examined working persons younger than 65 years for the presence of mobbing at baseline and at a 5-year follow-up using a single-item and a 5-item instrument. We used multivariate models to investigate the association between mobbing and incident CVD, hypertension, and change in arterial stiffness and further stratified the models by sex. Results: After adjustment for confounders, mobbed workers appeared to have a higher risk of incident CVD than those not mobbed (single-item HR = 1.28, 95% CI 0.73–2.24; 5-item HR = 1.57, 95% CI 0.96–2.54). With the 5-item instrument, men who reported mobbing had a higher risk of incident CVD (HR = 1.77, 95% CI 1.01–3.09), while no association was observed for women (HR = 1.05, 95% CI 0.38–2.91). There was no difference in risks between men and women with the single-item instrument. No association between mobbing and incident hypertension and arterial stiffness was seen. Conclusions: Our results show an indication of an increased risk of incident CVD for those mobbed at baseline when using the whole study population. Differences in risks between men and women when using the five-item instrument may be due to the instrument itself. Still, it is essential to detect or prevent workplace mobbing, and if present, to apply an intervention to halt it in order to minimize its adverse effects on CVD. [ABSTRACT FROM AUTHOR]

Research conducted in different parts of the world shows that mobbing is a relevant organizational and social problem, which can be also addressed by religious organizations. Inspirations of Christian values, combined with organisational management, become the outcome of potentially significant decisions. However, the analysis of scientific publications using keywords "religious organizations", "Christian organizations", "Christianity", "mobbing", "assistance", "values", "value congruence" shows that there is a lack of such type of research both in Lithuania and abroad, which underpins the novelty, originality and demand for the research not only in Lithuania's but also in the international context. Therefore, the aim of this research is to investigate the potential exploited by Lithuanian Christian organizations, providing assistance to persons suffering from mobbing. To achieve this aim, three objectives were formulated: (1) to analyze religious organizations' possibilities to recognize workplace mobbing; (2) to discuss the circumstances determining value congruence/incongruity in religious organizations; (3) to identify strengths and weaknesses of organizations, which can help or hinder assistance provision to the victims of mobbing. The study involved 9 persons working in Christian organizations. The survey was conducted using the semistructured interview method. The research results demonstrate that religious organizations perform spiritual assistance, counselling, and charitable activities but lack knowledge of the phenomenon of workplace mobbing and the possibilities of helping the victims. Poor efforts of the religious organizations in staff training, narrow activity specialisations and value incongruity not only limit the possibilities to help the victims of mobbing but also reduce the initiative of employees themselves. [ABSTRACT FROM AUTHOR]

Workplace mobbing is a serious phenomenon that is costly to organizations and has various negative consequences of those targeted. The main purpose of the present study was to develop and validate a new short scale of workplace mobbing experience in three different language versions (German, French, Luxembourgish). Data were collected via computer-assisted telephone interviews in a sample of 1,500 employees working in Luxembourg (aged 17-64 years; 52.7% male) who were representative of the commuter structure of Luxembourg's workforce. Confirmatory factor analysis (CFA) showed that the newly developed five-item Luxembourg Workplace Mobbing Scale (LWMS) has good psychometric properties and partial scalar measurement invariance for the three different language versions. Internal consistency was satisfactory (α = .73). Correlations and hierarchical regression analysis with different working condition scales and psychological health scales confirm the construct validity of the new questionnaire. Although the present findings are preliminary in nature, they nevertheless support the reliability and validity of the scale and its use in psychological research. [ABSTRACT FROM AUTHOR]

Resumo Introdução: o assédio moral no trabalho (AMT) é considerado violência baseada em humilhações, agressões, psicoterror e abusos de poder que interferem na saúde dos trabalhadores e em suas trajetórias profissionais. Objetivo: analisar as produções científicas brasileiras sobre AMT nas áreas de saúde e educação considerando as relações de gênero, poder e raça. Métodos: revisão integrativa utilizando as bases de dados SciELO, BVS-Regional, PubMed, Scopus e Web of Science. Foram encontradas 249 produções publicadas de 2006 a 2016. Após análise, foram selecionados 20 artigos. Resultados: há carência de estudos que tenham o gênero e a raça como categorias centrais; as pesquisas apontam a necessidade de investigações sobre o assédio sexual vivenciado pelas mulheres; a organização, as condições de trabalho e as relações de poder foram apontadas como centrais nas vivências do AMT. Conclusão: os achados reiteraram a influência do AMT na saúde do(a) trabalhador(ra), na sua vida familiar e no desenvolvimento da sua carreira e indicam a necessidade de integrar às investigações científicas as categorias de raça e gênero. Recomenda-se desenvolver programas e instrumentos legais específicos para prevenir a violência ocupacional, a violência de gênero e o racismo.

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Copyright of Iş, Güç: The Journal of Industrial Relations & Human Resources is the property of Is, Guc: The Journal of Industrial Relations & Human Resources and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Victims of workplace mobbing show diverse coping behavior. We investigated the impact of this behavior on bystander cognitions, emotions, and helping toward the victim, integrating coping literature with attribution theory. Adult part-time university students (N = 161) working at various organizations participated in a study with a 3(Coping: approach/avoidance/neutral) × 2(Gender Victim: male/female) × 2(Gender Bystander: male/female) design. Victims showing approach (vs. avoidance) coping were considered to be more self-reliant and less responsible for the continuation of the mobbing, and they elicited less anger. Continuation responsibility and self-reliance mediated the relationship between the victim’s coping behavior and bystanders’ helping intentions. Female (vs. male) participants reported more sympathy for the victim and greater willingness to help, and female (vs. male) victims elicited less anger. Theoretical and practical implications of the findings are discussed. [ABSTRACT FROM PUBLISHER]

Copyright of Oeconomicus is the property of Znanstvena Rijec d.o. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The purpose of the study was to understand the prevelance and nature of mobbing amongst teachers in higher eduation .Area was Pune.Simple Descriptive Statistics was used .Online survey was conducted with the surveymonkey. sample size was 50. Study found that 45% (21) for sample size of 50 directly experienced mobbing.70%(35) were affected.There are supports and participants of mobbing.Target was manipulated so tha he does not notice aggressive intent of the acts.Study found that Mobbing affects negatively teaching persormance,team work and geneal work life of targets. Administrative measures can be developed in the light of new understanding for current and future challenges.TargetedTeachers can managage stress and ma ke better work and career choices.New understanding with further studies will provide solid groud for policy work of Government bodies.Colleagues and families of target can develop symphatic approach toward target. [ABSTRACT FROM AUTHOR]

Purpose of the study was to understand and explore mobbing (Phenomenon) of teaching faculties in Higher education in Indian context. Special reference was given to Scheduled caste (SC) faculties.10 co-researchers were chosen using snowball sampling.80% co-researcher were Scheduled caste faculties. Phenomenological interviews were conducted and data was analysed phenomenological. Modified Van Kaam method of analysing phenomenological data was used. Organisations/Management has direct and/or indirect role in mobbing, SC faculties are more vulnerable to mobbing, colleagues of the target do not support target directly and mobbing acts are skilful mix of overt and covert acts. These were the four themes emerged. Organisations can be aware of mobbing its nature, conduct more studies, and take measures to make organisation mobbing proof. Administrators by understanding how mobbing acts are conducted can effectively take measures to ensure psychological health and safety of employees. Policies and procedures can be made mobbing sensitive to protect employees at workplace. Employees can develop symphatic approach towards target of mobbing. Employees can identify mobbing at earlier stage and take protective measures to avoid harm. [ABSTRACT FROM AUTHOR]

Copyright of Business Consultant / Poslovni Konsultant is the property of FINconsult Ltd. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We examined victims' perceived responsibility and bystanders' anticipated risk of being victimized themselves when others associate them with the victim (stigma by association, SBA) as possible antecedents of bystanders' helping behaviour towards a victim of workplace mobbing, and explored the effects of gender. Guided by the attribution model of social conduct (Weiner, 2006), a 2 × 2 vignette experiment was conducted. Participants were Dutch regional government employees ( N = 161). Path analyses generally supported the hypotheses, but showed different results for women and men. In the strong (Vs. weak) responsibility condition, women reported less sympathy and more anger and men only more anger, which resulted in lower helping intention. Additionally, for men the results showed an unexpected direct positive effect of responsibility on helping intention. Furthermore, in the strong SBA condition, women and men reported more fear and men, unexpectedly, more anger. Consequently, helping intention decreased. The findings on gender are discussed in the context of social role theory, gender and emotion. Our findings suggest that to prevent and tackle mobbing, organizations and professionals should be aware of the attributional and emotional processes and gender differences in bystanders' helping behaviour. [ABSTRACT FROM AUTHOR]

Since 2010 the interest in workplace mobbing has been increasing in Romania too. The Negative Acts Questionnaire is one of the most frequently used questionnaires for assessing these issues. The purpose of this study was to develop a Romanian version of the NAQ. The multi-occupational sample of 268 Romanian employees was recruited from various private and public work areas. The Cronbach Alpha coefficient for the entire NAQ scale was 0.88. A three-factor model was obtained from the exploratory factor analysis and the Cronbach Alpha coefficients for the three subscales were 0.76 (work-related mobbing), 0.81 (person-related mobbing) and 0.71 (other discriminatory criteria-related mobbing). A comparative analysis allowed us to identify a similarity of the person-related mobbing subscale between our three-factor model and the ones of Stale Einarsen and Bjorn Inge Raknes (1997), Gonzalez Trijueque and Grana Gomez (2009) and Jiro Takaki et al. (2010). This Romanian version appears to have acceptable levels of internal consistency, reliability and factor validity. [ABSTRACT FROM AUTHOR]

Workplace mobbing is a particularly serious phenomenon that is extremely costly to organizations and the health of those targeted. This article reports on a study of self-identified targets of mobbing, which advances understanding of the way the problem is conceptualized, including associated informal and formal power relationships with organizations. Participants report a number of experiences, such as lengthy investigations and escalation of conflict, that result in an increasingly unbalanced sense of power away from the individual and toward the organization. Revealed is a mismatch between the expected organizational justice processes and support and the actual experience. Findings support a five-stage process of mobbing, which commences with unresolved conflict and leads ultimately to expulsion from the organization. The study contributes an understanding of a sixth transformational stage that allows the development of personal agency and a rebalanced sense of power. Recommendations of strategic approaches to address the phenomenon of mobbing are discussed. [ABSTRACT FROM AUTHOR]

The main objective of this study is to investigate workplace mobbing in Turkish hospitality industry and effects on female employees' health and safety needs and turnover cognitions. Application field of the research consists of 373 female employees who work at five-star hotel establishments in Turkey. The data were analyzed using descriptive analysis, Pearson product moment correlation analysis, and multiple linear regression analysis. The results indicate that high levels of mobbing activities are associated with lower levels of employee health and safety needs. Moreover, there was no correlation between employees' turnover cognitions and managers mobbing behaviors. [ABSTRACT FROM AUTHOR]

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.

Abstract: Workplace bullying or mobbing can be defined as the infliction of various forms of abuse (e.g., verbal, emotional, psychological) against a colleague or subordinate by one or more other members of a workplace. Even in the presence of academic tenure, workplace mobbing remains a prevalent issue in academe. This study develops an economic model that employs a Stackelberg differential game in order to analyze the interaction between a university administrator (or administrators) and a professor who is being “mobbed” by university administration, perhaps for political reasons related to the professor''s use of academic freedom and/or tenure to publicly criticize the actions of university officials. One of the model''s implications is that it is optimal for the professor to increase his or her research in order to increase job mobility when subjected to downward mobbing, and that the university administration may succeed in pushing out the tenured professor if the administration''s mobbing actions are greater than a combination of professor''s optimal salary and threshold quitting rate. In the long run, however, the institution and the administrator may lose if the professor leaves and his replacements do not keep up the research productivity. [Copyright &y& Elsevier]

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Abstract: In this paper, a capital budgeting problem for preventive measures of workplace mobbing based on fuzzy 0–1 bidimensional knapsack model with non-financial and financial budget limits is proposed. The weights to be used as the objective function coefficients of the model are obtained from analytic hierarchy process (AHP) methodology that incorporates possible causes of workplace mobbing on criteria level, and possible preventive measures on alternatives level of AHP hierarchy. The quantification of non-financial and financial budgets as well as non-financial and financial costs is developed based on their relative weights. In deterministic model, the relative weights are directly used, whereas in fuzzy model, they are quantified. The defuzzification of the fuzzy model is proposed to be made by using t-norm and t-conorm fuzzy relations which are expected to give the most optimistic, and the most pessimistic results, respectively. The results of the hypothetical example verify the expectations. [Copyright &y& Elsevier]

Purpose – The purpose of this paper is to determine the relationships between leadership styles of primary school principals and organizational health and bullying. Design/methodology/approach – Two hypotheses were formulated in relation to the research. Three instruments were used – a multi-level questionnaire for measuring leadership, an Organizational Health Inventory (OHI-S), and a negative acts questionnaire (NAQ) for measuring workplace bullying. The questionnaires were administered to 500 teachers working in primary schools in Turkey. Path analysis was conducted using the AMOS programs; other statistical analyses were conducted via LISREL and EQS 6.1 programs. Findings – There is a positive relationship between transformational leadership acts of principals and organizational health and a negative relationship between the transformational leadership acts of principals and workplace bullying. While a reverse relationship between organizational health and workplace bullying is identified, there is a relationship between transactional leadership acts of principals and organizational health. No relationship between transactional leadership acts of principals and workplace bullying is found. Practical implications – These results suggest the desirability of principals striving to improve transformational leadership behaviors in order to develop their schools as healthy organizations and to solve the problem of bullying therein. Originality/value – Several resources are provided as tools, such as the NAQ, the OHI-S, and the multifactor leadership questionnaire. These may be profitably used in similar studies. [ABSTRACT FROM AUTHOR]

Mobbing in the workplace has been the subject of intense research in the last 15 years. Little is known about if and how it manifests itself in Christian organizations. This study was conducted as an exploratory multiple-case study with the purpose of understanding how mobbing is experienced in Christian organizations and institutions. The research participants were 10 employees who told their stories. Findings show that mobbing exists in Christian organizations and that the abuse is frequently “spiritualized.” Christian leaders need to become aware of the existence of this phenomenon, as well as devise ways to prevent it. [ABSTRACT FROM AUTHOR]

Copyright of Hacettepe University Journal of Education is the property of Hacettepe University Journal of Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In this article, the concept of workplace mobbing is introduced and described. The health consequences for the individuals who have been mobbed and for their families are identified and discussed. The contribution of organizational and personality dynamics to workplace mobbing is examined, and possible counseling interventions are presented. The article concludes with two clinical case studies of workplace mobbing in academia. [ABSTRACT FROM AUTHOR]

This paper reviews and summarizes literature on the concept of workplace mobbing, its nature, antecedents, and consequences. Mobbing in the workplace concerns repeated and enduring negative actions directed against an employee by his/her supervisors or colleagues. Between 1 and 10 percent of employees are typically subject to mobbing behaviour. Mobbing may lead to an individual's reduced well-being and emotional and psychosomatic problems along with increased absenteeism and turnover for organizations. Factors ranging from personality traits to organizational factors have been hypothesized as possible antecedents of mobbing. Individuals who are introverted, neurotic, and submissive have been found more likely to become targets of mobbing. A variety of possible stressors in the work environment have been investigated in relation to mobbing, and deficiencies in leadership behaviour and work design have been argued to be conducive to mobbing behaviour. Growing interest has also been paid to the changing nature of work, where organizational changes and increasing uncertainty have been studied in relation to mobbing. Although further research is needed in this field, there enough evidence has cumulated as to advocate that most organizations must involve in the prevention and management of this problem. [ABSTRACT FROM AUTHOR]