Bullying and mobbing - 155 entries found
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Guide to inspecting workplace
This guide consists of a series of checklists for workplace inspections involving the following activities and exposures: chemicals and harmful substances; electricity; manual tasks; slips and trips; working at heights; forklifts; new and young workers; machinery and plant; machinery guarding; noise; emergency procedures; violence and aggression; working alone.
Commission for occupational safety and health, 1260 Hay Street, PO Box 294, West Perth, WA 6872, Australia, no date. PDF document, 21p.
http://www.commerce.wa.gov.au/WorkSafe/PDF/Hazard_identification/priority_area_checklist.pdf [in English]
Nielsen M.B., Hetland J., Matthiesen S.B., Einarsen S.
Longitudinal relationships between workplace bullying and psychological distress
The aims of this study were to examine associations between exposure to workplace bullying and symptoms of psychological distress, and to investigate how self-labeled victimization from bullying explains the effects of bullying on health. It involved a representative cohort sample of 1775 Norwegian employees. Data were collected by means of questionnaires and logistic regression analysis was employed to examine the longitudinal relationships. Findings are discussed. The mutual relationship between bullying and psychological distress indicates a vicious circle where bullying and distress reinforce their own negative effects. This highlights the importance of early interventions to stop workplace bullying and provide treatment options to employees with psychological distress.
Scandinavian Journal of Work, Environment and Health, Jan. 2012, Vol.38, No.1, p.38-46. 51 ref.
Longitudinal_relationships_[BUY_THIS_ARTICLE] [in English]
Working for better health for workers
Il ne faut pas être docteur pour prendre soin d'une personne [in French]
This article presents the activities of an occupational health clinic in Sheffield, United Kingdom.
Hesamag, 1st half 2011, No.3, p.17-20. Illus. 5 ref.
Il_ne_faut_pas_être_docteur.pdf [in French]
Unite health and safety guide
Aimed at the 40.000 safety and health representatives of a large trade union, this guide explains their role within their organizations, with reference to the relevant legislation of the United Kingdom, namely: Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (see CIS 95-1930); Management of Health and Safety at Work Regulations 1999 (see CIS 02-1507);
Workplace (Health, Safety and Welfare) Regulations 1992 (see CIS 93-351);
Control of Asbestos Regulations 2006 (see CIS 08-754);
Control of Noise at Work Regulations 2005 (see CIS 06-1259);
Control of Substances Hazardous to Health Regulations 2002 (see CIS 03-1023);
Personal Protective Equipment at Work Regulations 1992 (see CIS 93-6).
Other topics addressed include safety inspections, bullying, stress, gender aspects of safety and health, disability and rehabilitation
Unite the Union, Unite House, 128 Theobalds Road, London WC1X 8TN, United Kingdom, July 2011, 130p. Illus. Index.
Unite_health_and safety_guide.pdf [in English]
Schat A.C.H., Frone M.R.
Exposure to psychological aggression at work and job performance: The mediating role of job attitudes and personal health
The purpose of this study was to investigate the relations between psychological aggression at work and two forms of job performance (task performance and contextual performance) and potential mediators of these relations. A model was developed and tested in which overall job attitudes (job satisfaction and organizational commitment) and overall personal health (physical and psychological health) fully mediate the relations between exposure to psychological aggression at work and both task performance and contextual performance. Data were obtained from a random sample of 2376 United States workers by means of phone interviews by trained interviewers, and the model was tested using structural equation modeling. The results supported the hypothesized model, demonstrating that exposure to psychological aggression at work negatively predicted both task performance and contextual performance, and that these relations were explained by decrements in job attitudes and health associated with exposure to psychological aggression at work.
Work and Stress, Jan.-Mar. 2011, Vol.25, No.1, p.23-40. Illus. 51 ref.
Fidalgo Vega M., Gallego Fernández Y., Ferrer Puig R., Nogareda Cuixart C., Pérez Zambrana G., García Maciá R.
Psychological harassment at work: Definition
Acoso psicológico en el trabajo: definición [in Spanish]
This information note provides a definition of what constitutes a psychological harassment situation at the workplace and the risks involved in order to provide a conceptual framework for identifying psychological harassment situations and for differentiating them from other situations or relationship problems.
Instituto Nacional de Seguridad e Higiene en el Trabajo, Ediciones y Publicaciones, c/Torrelaguna 73, 28027 Madrid, Spain, 2010. 6p. 15 ref.
NTP_854.pdf [in Spanish]
Workplace violence and harassment: A European picture
This report presents the prevalence of violence and harassment at work based on international and national statistics, as well as the results of scientific studies on antecedents and consequences of work-related violence. A survey of the Agency's Focal Point network suggest that there is still an insufficient level of awareness and recognition of problems with third-party violence and harassment in many EU Member States, and there is a clear need to promote and disseminate good practice and prevention measures which are sensitive to the national context. Some measures proposed by EU, ILO, WHO and national experts are included in the report.
European Agency for Safety and Health at Work, Gran Vía 33, 48009 Bilbao, Spain, 2010. 155p. Illus. 188 ref.
Workplace_violence_and_harassment.pdf [in English]
Physical and psychological violence at the workplace
Workplace violence is a social phenomenon of a certain magnitude. Overall, approximately one in ten European workers report having experienced some form of workplace violence, either physical or psychological, in the previous 12 months. This report provides pertinent background information and policy pointers for all actors and interested parties engaged in the current European debate on the future of social policy. The contents are based on European Foundation research and reflect its autonomous and tripartite structure.
European Foundation for the Improvement of Living and Working Conditions, Wyattville Road, Loughlinstown, Dublin 18, Ireland, 2010. 23p. Illus. 22 ref.
Physical_and_psychological_violence.pdf [in English]
European survey of enterprises on new and emerging risks - Summary
Enquête européenne des entreprises sur les risques nouveaux et émergents - Résumé [in French]
Encuesta europea de empresas sobre riesgos nuevos y emergentes - Resumen [in Spanish]
The European Survey of Enterprises on New and Emerging Risks (ESENER) asks managers and workers' safety and health representatives about how health and safety risks are managed at their workplace, with a particular focus on the newer psychosocial risks, such as work-related stress, violence and harassment. This summary of the report analyzed under ISN 110712 highlights a selection of the main results from a first analysis of the data, which is drawn from 36,000 interviews carried out in 31 countries. Contents: background; key findings; OSH management; psychosocial risks and their management; drivers and barriers; employee participation; survey methodology.
European Agency for Safety and Health at Work, Gran Vía 33, 48009 Bilbao, Spain, 2010. 16p. Illus.
European_survey.pdf [in English]
Enquête_européenne.pdf [in French]
Encuesta_europea.pdf [in Spanish]
Rial González E., Irastorza X., Cockburn W.
European survey of enterprises on new and emerging risks - Managing safety and health at work
The European Survey of Enterprises on New and Emerging Risks asks managers and workers' safety and health representatives about how safety and health risks are managed at their workplace, with a particular focus on the psychosocial risks such as work-related stress, violence and harassment. This report highlights a selection of the main results from a first analysis of the data, which is drawn from 36,000 interviews carried out in 31 countries. EU-OSHA's Europe-wide establishment survey aims to assist workplaces to deal more effectively with safety and health and to promote the health and well-being of employees. It provides policy makers with cross-nationally comparable information relevant for the design and implementation of new policies in this field. A summary of the report is published as a separate document and is analyzed under ISN 110713.
European Agency for Safety and Health at Work, Gran Vía 33, 48009 Bilbao, Spain, 2010. 156p. Illus. 57 ref. Price (excluding VAT): EUR 15.00. Downloadable version free of charge.
European_survey.pdf [in English]
Sebastián Cárdenas M.L., Fidalgo Vega M.
Triangular harassment analysis system: A method for studying occupational psychological harassment
Sistema de Análisis Triangular del Acoso (SATA): un método de análisis del acoso psicológico en el trabajo [in Spanish]
This information note describes the triangular harassment analysis system (SATA, Sistema de Análisis Triangular del Acoso), an instrument which can be used to evaluate bullying at the workplace. It analyses harassment situations at three levels (organisational, relationship and individual) based on several criteria, using a 90-items check-list. This instrument may also be implemented as a preventive measure.
Instituto Nacional de Seguridad e Higiene en el Trabajo, Ediciones y Publicaciones, c/Torrelaguna 73, 28027 Madrid, Spain, 2010. 7p. Illus. 12 ref.
Sistema_de_análisis_triangular_del_acoso.pdf [in Spanish]
Chen W.C., Hwu H.G., Wang J.D.
Hospital staff responses to workplace violence in a psychiatric hospital in Taiwan
A survey of 222 nurses, nursing assistants and clerks at a psychiatric hospital in Taiwan was conducted on responses to workplace violence, treatment of violent patients and reporting behavior. Staff reported 78 incidents of physical violence (PV), 113 of verbal abuse (VA), 35 of bullying/ mobbing (BM), 21 of sexual harassment (SH), and 10 of racial harassment (RH) over the course of one year. Among affected staff, only 31% of those experiencing PV and less than 10% of those experiencing other categories of violence completed a formal report. Highest levels of reporting to senior staff were among those affected by SH. Patients who were physically violent were more likely to be injected with medication than patients showing other violent behaviors. More VA-affected staff considered the incident not important enough to report. Other reasons for not reporting the incident were fear of negative consequences, especially for BM, and shame for SH.
International Journal of Occupational and Environmental Health, 2nd quarter 2009, Vol. 15, No.2, p.173-179. 48 ref.
Gava M.J., Gbézo B.E.
Preventing workplace bullying and suffering
Prévenir le harcèlement moral et la souffrance au travail [in French]
This publication on bullying has several objectives: to raise consciousness among employers, whether they be in the public or private sectors, on the importance of facing and anticipating the risk of bullying, which can occur in all types of organizations and at all managerial levels; to offer parties involved a robust methodology and tools for understanding bullying and its impact on the workplace; finally to help them manage difficult situations and implement an effective preventive strategy and support system.
Editions Vuibert, 5, allée de la 2e Division Blindée, 75015 Paris, France, 2009. 213p. Index.
Faulx D., Detroz P.
Moral harassment at the workplace: Relationship processes and profile of the victims. Step by step, integrated and dynamic approach of a complex phenomenon
Harcèlement psychologique au travail: processus relationnels et profils de victimes. Approche processuelle, intégrative et dynamique d'un phénomène complexe [in French]
This article reviews the three main challenges in research in the field of moral harassment, namely to better understand the complexity of the processes at play in situations of moral harassment, to better identify the role of outside players such as the group of colleagues or hierarchical superiors and, finally, to better understand the link between conflict and harassment. To explore these aspects, interviews were conducted with 50 individuals who viewed themselves to be victims of moral harassment. The analysis shows different profiles of victims. Findings are discussed.
Travail humain, Apr. 2009, Vol.72, No.2, p.155-184. Illus. 77 ref.
Bentley T., Catley B., Gardner D., O'Driscoll M., Trenberth L., Cooper-Thomas H.
Perspectives on bullying in the New Zealand health and hospitality sectors
The objective of this exploratory study was to understand the perceptions of key representatives from the New Zealand health sector regarding bullying, and to compare these perceptions with those of the New Zealand hospitality sector. The study involved semi-structured qualitative group interviews and individual face-to-face interviews. For the health sector, bullying was reported to be fairly widespread across subsectors, while for the hospitality sector, bullying was associated with a number of critical areas, notably the kitchen. Perceived risk factors for bullying were mainly related to the social organization of work, including issues of hierarchy, resourcing and leadership. An absence of adequate reporting and poor human resources practices were identified as further organizational-level risk factors.
Journal of Occupational Health and Safety - Australia and New Zealand, Oct. 2009. Vol.25, No.5, p.363-373. 34 ref.
Ortega A., Høgh A., Pejtersen J.H., Olsen O.
Prevalence of workplace bullying and risk groups: A representative population study
The objective of this study was to estimate the prevalence of bullying and to identify risk groups in a representative population sample of 3,429 Danish employees between 20 and 59-years (response rate 60.4%). The study showed that 8.3% of the respondents had been bullied within the past year, 1.6% of the sample reported daily to weekly bullying. Co-workers (71.5%) and managers/supervisors (32.4%) were most often reported as perpetrators of bullying, but bullying from subordinates (6%) was also reported. Other findings are discussed.
International Archives of Occupational and Environmental Health, Feb. 2009, Vol.82, No.3, p.417-426. Illus. 38 ref.
Bonafons C., Jehel L., Coroller-Béquet A.
Specificity of the links between workplace harassment and PTSD: Primary results using court decisions, a pilot study in France
France is one of the first countries to have passed specific legislation concerning "mental harassment" (bullying) in the workplace. The objective of this study was to clarify the criteria that French courts consider as characteristic of mental harassment, and to check whether the specific links between mental harassment at work and post-traumatic stress disorder reported in recent international studies have been taken into account. The study was based on a sample of 22 persons who were legally recognized as having been mentally harassed at work, selected from the French Ministry of Justice Website. Findings are discussed.
International Archives of Occupational and Environmental Health, Apr. 2009, Vol.82, No.5, p.663-668. Illus. 20 ref.
Bué J., Sandret N.
One employee in six believes himself or herself to be the victim of hostile behaviour at work
Un salarié sur six estime être l'objet de comportements hostiles dans le cadre de son travail [in French]
This article comments the findings of the SUMER survey on the exposure to occupational hazards in France, according to which 17% of the employees declare being the subject of systematically hostile behaviour on the part of one or several work colleagues. Such situations can constitute a risk factor for mental health. Non-qualified workers are particularly vulnerable to this type of behaviour. Other risk situations include strong hierarchical constraints, intensive work rhythms and lack of support by colleagues and supervisors. See also ISN 111339.
Documents pour le médecin du travail, 3rd quarter 2008, No.115, p.379-387. Illus. 6 ref.
TF_174.pdf [in French]
Brousse G., Fontana L., Ouchchane L., Boisson C., Gerbaud L., Bourguet D., Perrier A., Schmitt A., Llorca P.M., Chamoux A.
Psychopathological features of a patient population of targets of workplace bullying
The objective of this study was to evaluate levels of stress and anxiety-depression disorder developed by targets of workplace bullying and to characterize this population in terms of psychopathology and socio-demographic features. Forty-eight patients (36 women and 12 men) meeting Leymann criteria for bullying were included in a prospective study. Evaluations were performed at first consultation and at 12 months using a standard clinical interview and several tests for stress, including the Hospital Anxiety and Depression (HAD) scale. Stress at work and depression significantly influenced capacity to return to work. At 12-month assessments, subjects working showed a significantly better score on the HAD scale than those still not working. Over half the targets presented a neuroticism-related predominant personality trait. Workplace bullying can have severe mental health repercussions, triggering serious and persistent underlying disorders.
Occupational Medicine, Mar. 2008, Vol.58, No.2, p.122-128. 34 ref.
http://occmed.oxfordjournals.org/cgi/reprint/58/2/122 [in English]
Niedhammer I., Chastang J.F., David S.
Importance of psychosocial work factors on general health outcomes in the national French SUMER survey
The objective of this study was to examine the associations between psychosocial work factors and state of health indicators within the national French working population. The study was based on a questionnaire survey of a sample of 24,486 working women and men. Psychosocial risk factors at work included psychological demands, decision latitude, social support, workplace bullying and violence from the public. The health indicators studied were self-reported health, long sickness absence (>8 days of absence) and work injury. Low decision latitude, low social support and high psychological demands were found to be risk factors for poor self-reported health and long sickness absence. High demands were also found to be associated with work injury. Workplace bullying and/or violence from the public also increased the risk of poor health, long sickness absence and work injury.
Occupational Medicine, Jan. 2008, Vol.58, No.1, p.15-24. 57 ref.
http://occmed.oxfordjournals.org/cgi/reprint/58/1/15 [in English]
Hungria Xavier A.C., Veiga Barcelos C.R., Peixoto Lopes J., Gandarela Chamarelli P., de Souza Ribeiro S., da Silva Lacerda L., Palacios M.
Workplace moral harassment in Rio de Janeiro health sector: Some characteristics
Assédio moral no trabalho no setor saúde no Rio de Janeiro: algumas características [in Portuguese]
This study examines the magnitude and some of the characteristics of the phenomenon of workplace moral harassement in the health care sector in Rio de Janeiro, Brazil. Data from previous randomized survey carried out in 2001 were analysed. All cases (1569) and their variables related to moral harassment were selected for the analysis. The occupational group of nurses' aides presented the highest proportion of moral harassment victims (22.7%) and the most frequent perpetrators were co-workers, supervisors and managers (48.7%). The victims' most frequent psychological reaction was "becoming super-alert". Although a certain proportion (38.5%) reported to their supervisors they had been morally harassed, action was taken in only 20% of the cases. The need to implement institutional measures to control violence at work is emphasized.
Revista brasileira de saúde ocupacional, Jan.-June 2008, Vol.33, No.117, p.15-22. Illus. 19 ref.
http://www.fundacentro.gov.br/rbso/BancoAnexos/RBSO%20117%20Ass%C3%A9dio%20moral.pdf [in Portuguese]
Paturel D., Champion I.
Organization and bullying - Occupational safety and health challenges
Organisation et harcèlement moral - Les enjeux de la prévention [in French]
This review article on bullying discusses the specific aspects of French legislation. It includes accounts of victims and analyses the causes of bullying as well as the psychological profiles of victims and perpetrators. It suggests that a central cause of bullying is dysfunctional human relations within the enterprise.
Préventique-Sécurité, Mar.-Apr. 2008, No.98, p.81-87. Illus. 17 ref.
Averting violence - Work, violence and health
Conjurer la violence - Travail, violence et santé [in French]
There is a worsening of violence in many settings, including within the enterprise. This document highlights the extent to which work organization is involved in the root causes of violence at the place of work and proposes pathways for preventive action, both inside and outside the enterprise.
Editions Payot & Rivages, 106, boulevard Saint-Germain, 75006 Paris, France, 2007. 316p. 71 ref. Price: EUR 23.00.
Young workers at risk: Overlaps between initiation rites, pranks, bullying, sexual harassment and occupational violence
Young workers are at heightened OHS risk in workplaces. This enhanced risk is due to biological, neurological, developmental and labour market position risk factors. This article focuses on another hazard that is commonly encountered by adolescent workers: exposure to initiation rites and pranks. It needs to be noted, however, that older workers can also be subject to practical jokes at workplaces. Initiation rites (ragging), pranks and bullying are all forms of workplace violence. Indeed these behavioural categories often overlap. For example, groups of workers may "play tricks" on a new employee that escalate in intensity and severity over time and may culminate in initiation rites that involve actual physical violence.
Journal of Occupational Health and Safety - Australia and New Zealand, Aug. 2007, Vol.23, No.4, p.333-341. 38 ref.
Campo G., Fattorini E.
Human resource management in organizational change and the issue of mobbing: An Italian experience
La gestione delle risorse umane nelle organizzazioni che cambiano e la problematica del mobbing: un'esperienza italiana [in Italian]
Staff redundancies that often result from mergers and organizational changes in the business world are difficult to implement in public sector companies, where such changes often lead to mobbing. The objective of this survey of the power sector, which in recent years has been affected by considerable organizational changes, was to determine the frequency and risk factors of mobbing. Data were collected by means of questionnaires. Findings show a working environment that tends to isolate and alienate a significant number of workers, one out of three, who explicitly claimed that they felt victims of psychological violence and also felt useless and little appreciated in performing a meaningless job. On the whole, women and older workers tend to be the most exposed to psychological abuse. The older were not old enough to benefit from early retirement schemes and who, like women, were unable to return to the labour market with confidence after years of harassment and humiliation.
Prevenzione oggi, 2nd quarter 2007, Vol.3, No.2, p.37-45. Illus. 13 ref.
http://prevenzioneoggi.ispesl.it/pdf%5Cric2007_02_2_it.pdf [in Italian]
http://prevenzioneoggi.ispesl.it/pdf%5Cric2007_02_2_en.pdf [in English]
Violence, harassment and discrimination in the workplace
Ch. 4 in the Fourth European Working
Conditions Survey. It identified the extent of the violence and harassment across Europe in 2005. Around 5% of workers reported having experienced violence, bullying or harassment at work. In 2002, the European Foundation for the Improvement of Living and Working Conditions conducted a comparative analysis to map the patterns and trends of harassment and violence at work in the European Union and to clarify the concepts involved. This report analyses how the concepts of violence, harassment and bullying have evolved with regard to the working environment and identifies some of the differences in cultural perspectives regarding these issues. It also surveys the variety of legislative and non-legislative measures that have emerged to combat the problem at national and EU level, as well as positive examples of preventative good practice.
European Foundation for the Improvement of Living and Working Conditions, Wyattville Road, Loughingstown, Dublin 18, Ireland, 2007. viii, 134p. (This chapter: p.35-40). Illus.
http://www.eurofound.europa.eu/pubdocs/2006/98/en/2/ef0698en.pdf [in English]
http://www.eurofound.europa.eu/docs/ewco/4EWCS/ef0698/chapter4.pdf ((Ch.4)) [in English]
Harassment at work: Help from hazard evaluation
Harcèlement au travail: l'appui de l'analyse des risques [in French]
Belgian legislation on violence and sexual harassment at the place of work has been amended recently, in particular for taking into account the psychosocial effects of bullying and harassment. It thus places the emphasis on primary prevention, based on hazard evaluation and the screening for undue behaviour in order to avoid the need for legal proceedings. A well-conducted hazard evaluation is therefore essential for effective prevention. Prevent has consequently designed a training programme for assisting Belgian enterprises in carrying out a psychological stress hazard evaluation.
Prevent Focus, Sep. 2007. p.16-19. Illus. 4 ref.
Chouanière D., Langevin V., Guibert A.
Occupational stress - Steps of a prevention approach
Stress au travail - Les étapes d'une démarche de prévention [in French]
This guide on stress in occupational settings is aimed at all persons responsible for occupational safety and health within the enterprise. It proposes a six-step prevention approach: pre-diagnosis; putting together a project team; comprehensive diagnosis; communication of the findings; developing and implementing an action plan; follow-up. For each of the steps, it includes examples and comments from users.
Institut national de recherche et de sécurité, 30 rue Olivier-Noyer, 75680 Paris Cedex 14, France, July 2007. 31p. Illus. Price: EUR 6.50. Downloadable version free of charge.
http://www.inrs.fr/INRS-PUB/inrs01.nsf/inrs01_catalog_view_view/20A95EE4C784D534C125732300436E60/$FILE/ed6011.pdf [in French]
Lehto A.M, Pärnänen A.
European Foundation for the Improvement of Living and Working Conditions
Violence, bullying and harassment in the workplace
Incidence rates of physical violence, bullying and sexual harassment have increased, according to the European Working Conditions Survey and national surveys. This study examines the manner in which these issues have been studied in the national surveys of seven European countries. It is difficult to say how much of the increase is due to raised awareness, but the heightened levels of experience reported must be regarded as real. It also became apparent in the study that physical violence, bullying and sexual harassment are very different and cannot be regarded in the same way. This means that the preventive measures implemented at the workplace must be tailored to fit each problem.
European Foundation for the Improvement of Living and Working Conditions, Wyattville Road, Loughingstown, Dublin 18, Ireland, 2007. 21p. Illus. 17 ref.
http://www.eurofound.europa.eu/ewco/reports/TN0406TR01/TN0406TR01.pdf [in English]
Niedhammer I., David S., Degioanni S.
Economic activities and occupations at high risk for workplace bullying: Results from a large-scale cross-sectional survey in the general working population in France
The objective of this study was to evaluate the prevalence of workplace bullying in the general working population in France and to explore this prevalence across sectors of activity and occupations. The studied population consisted of a randomly-selected sample of 3,132 men and 4,562 women of the general working population in the southeast of France, who completed a self-administered questionnaire on bullying. The 12 month prevalence of workplace bullying was 9% for men and 11% for women. Other findings are discussed.
International Archives of Occupational and Environmental Health, Feb. 2007, Vol.80, No.4, p.346-353. 25 ref.
Gersdorf M., Reczyńska-Ratajczak M.
Prewencja antymobbingowa [in Polish]
This article provides a definition of mobbing and identifies the characteristics of potential perpetrators and victims. Employers' responsibilities with respect to mobbing are set out and an anti-mobbing strategy and preventive measures are discussed.
Praca i Zabezpieczenie Społeczne, 2007, No.2, p.31-34.
Cristian Alonso R.
New law on harassment in the workplace
Nueva ley de acoso laboral [in Spanish]
The new Colombian law 1010 of January 2006 on harassment at the place of work is commented. It defines the various types of harassment at the place of work, including ill treatment, persecution, discrimination, hindrance in carrying out one's job, inequity and removal of protection. Main topics addressed: definition of harassment and mobbing; typical harassment behaviours; profiles of perpetrators and their victims; consequences of harassment for employers (penalties) and victims (psychological disorders); measures for the prevention of harassment and mobbing at the place of work.
Salud, Trabajo y Ambiente, 4th Quarter 2006, Vol.13, No.50, p.9-13. Illus. 6 ref.
Bullying at the place of work, mobbing
Acoso psicológico en el trabajo, mobbing [in Spanish]
A survey revealed that bullying is an important problem, affecting 5% of European workers in 2005. This article summarizes the causes and consequences of bullying, together with the prevention measures to be implemented within the enterprise, which include in particular a preventive evaluation of workplace bullying. Reference is also made to relevant Spanish legislation.
ERGA Noticias, 2006, No.96, p.4. Illus.
http://www.insht.es/InshtWeb/Contenidos/Documentacion/TextosOnline/ErgaNoticias/Ficheros/2006/ErNOT96_06.pdf [in Spanish]
Correa Carrasco M., Fernández Garrido J., García Rodríguez B., Gómez Abelleira F.J., Martínez Moreno C., Molina Navarrete C., Olarte Encabo S., Pedrosa Alquezar S.I., Rodríguez Copé M.L.
Bullying at work - Concepts, prevention, legal protection and compensation
Acoso moral en el trabajo - Concepto, prevención, tutela procesal y reparación de daños [in Spanish]
This manual on bullying at work reviews the problem from various angles, including legal aspects. It is aimed at employers, workers and their representatives, human resources managers and the legal profession. Topics addressed: legal definition of bullying; prevention practices at the enterprise level; compensation; role of the Spanish social security administration; liability of employers; legal procedures.
Editorial Aranzadi SA, Camino de Galar 15, 31190 Cizur Menor, Spain, 2006. 272p. Bibl.ref. Price: EUR 35.33.
Acting on relational suffering at work - Manual for the responsible persons faced with situations of conflict, bullying and indoctrination
Agir sur les souffrances relationnelles au travail - Manuel de l'intervenant confronté aux situations de conflit, de harcèlement et d'emprise au travail [in French]
Van meningsverschil tot hyperconflict - Gids voor wie beroepsmatig tussenkomt en geconfronteerd wordt met conflicten en grensoverschrijdend gedrag op het werk [in Dutch]
This guide to the prevention of relational suffering is the result of a research programme during which various methodological approaches were used. A first chapter is devoted to concepts and phenomena, as well as to the different phases during the evolution of a conflict. Next, the prevention of these problems is discussed and four main intervention methods are explained. Finally, good pluridisciplinary practices are addressed in a specific chapter.
Service public fédéral Emploi, travail et concertation sociale, rue Ernest- Blerot 1, 1070 Bruxelles, Belgium, Nov. 2006. 151p. Illus. 140 ref.
http://www.emploi.belgique.be/WorkArea/showcontent.aspx?id=5884 [in French]
http://www.werk.belgie.be/WorkArea/showcontent.aspx?id=5110 [in Dutch]
Violence, bullying and sexual harassment: organizational risk factors
Violences, harcèlement moral ou sexuel au travail: facteurs de risque organisationnels [in French]
Ongewenst grensoverschrijdend gedrag op het werk: organisatorische risicofactoren [in Dutch]
Often, cases of violence, bullying or sexual harassment at work are attributed to the personality of the perpetrator, overlooking the role played by the organization, the work team and the tasks to be accomplished. This study examines the contribution of these risk factors to the incidence, development and persistence of abusive and violent behaviour at work. It involved a literature survey, interviews and questionnaire surveys.
Service public fédéral Emploi, travail et concertation sociale, rue Ernest- Blerot 1, 1070 Bruxelles, Belgium, Sep. 2006. 47p. Illus.
http://www.emploi.belgique.be/WorkArea/showcontent.aspx?id=8714 [in French]
http://www.werk.belgie.be/WorkArea/showcontent.aspx?id=8714 [in Dutch]
Notelaers G., Einarsen S., De Witte H., Vermunt J.K.
Measuring exposure to bullying at work: The validity and advantages of the latent class cluster approach
Although bullying is a complex phenomenon, the dominant method used in bullying surveys only distinguishes two groups: victims versus non-victims. Hence, the complex nature of workplace bullying may not be accounted for. A latent class cluster approach is suggested to model data obtained from the Negative Acts Questionnaire (NAQ) administered to 6175 employees in Belgium. In this study, six latent classes emerged: "not bullied," "limited work criticism," "limited negative encounters," "sometimes bullied," "work related bullied," and "victims." The results show that compared to the traditional operational classification method, the latent class cluster approach shows higher construct and higher predictive validity with respect to self-assessments and indicators of strain and well-being at work.
Work and Stress, Oct.-Dec. 2006, Vol.20, No.4, p.289-302. 31 ref.
Leroy J.F., Faulx D., Devacht I., Antonissen D.
Acting against relational suffering at work - Manual for persons having to resolve conflicts, bullying and abuse of authority at work
Agir sur les souffrances relationnelles au travail - Manuel de l'intervenant confronté aux situations de conflit, de harcèlement et d'emprise au travail [in French]
Van meningsverschil tot hyperconflict - Gids voor wie beroepsmatig tussenkomt geconfronteerd wordt met conflicten en grensoverschrijdend gedrag op het werk [in Dutch]
Relational suffering at work includes extreme conflicts, bullying, sexual harassment and violence. This guide is the result of a research programme in the course of which various methodological approaches were used. The first chapter covers concepts, phenomena and the various phases in the development of a conflict. Next, the means of prevention of these problems is addressed, together with four major intervention approaches (support discussion, mediation, group interventions and coaching). A final chapter is devoted to good practices.
Service public fédéral Emploi, Travail et Concertation sociale, rue Ernest Blerot 1, 1070 Bruxelles, Belgium, 2006. 147p. Illus. Bibl.ref.
http://www.emploi.belgique.be/WorkArea/showcontent.aspx?id=5884 [in French]
http://www.werk.belgie.be/WorkArea/showcontent.aspx?id=5110 [in Dutch]
Correa Carrasco M.
Bullying at the place of work - Definitions, prevention, legal recourse and compensation
Acoso moral en el trabajo - Concepto, prevención, tutela procesal y reparación de daños [in Spanish]
Contents of this publication on bullying at work: psychosocial perspective of bullying and psychological violence in the workplace; legal definition of bullying in the workplace; current situation with respect to the prevention of bullying at work from a legal perspective; company practices with respect to the prevention of bullying; incidence of the bullying in the scope of the social security system (occupational psychological diseases); civil liability for bullying at work; current situation with respect to legal recourse against bullying; protection against bullying in the public service.
Editorial Aranzadi SA, 15 Camino de Galar, 31190 Cizur Menor, 31190 Spain, 2006. 271p. Illus. Bibl.ref.
Emotional contract for the primary prevention of bullying
Le contrat émotionnel au service de la prévention primaire du harcèlement psychologique [in French]
This article proposes the "emotional contract" approach between employees and employers as a means of addressing the issue of bullying at the place of work. This is based on the commitment of employers to help employees identify all aspects of their work that contribute towards making the work experience more enjoyable, while employees commit to actively supporting this approach and to working productively.
Travail et santé, Dec. 2006, Vol.22, No.4, p.10-12. 7 ref.
Bilgel N., Aytac S., Bayram N.
Bullying in Turkish white-collar workers
The objective of this cross-sectional study was to determine the prevalence of workplace bullying among white-collar workers and to evaluate its effect on health. A questionnaire survey was carried out among full-time government employees in the health, education and security sectors in Turkey. Bullying was assessed using a 20-item inventory. A total of 944 participants responded (response rate 79%). Among respondents, 55% reported experiencing bullying in the previous year and 47% had witnessed the bullying of others. The bully was most likely to be a superior. Sixty per cent of victims had tried to take action against bullying, but most were dissatisfied with the outcome. There were significant differences in anxiety, depression, job-induced stress and support at work scores between those reporting bullying and those not reporting bullying at work.
Occupational Medicine, June 2006, Vol.56, No.4, p.226-231. Illus. 38 ref.
Quiviger V., Lamy P.
Prevention of bullying: What is the employer's role?
La prévention du harcèlement moral: quel rôle pour l'employeur? [in French]
This article addresses the issue of the responsibilities of employers in cases of bullying at the place of work, with reference to French legislation. It explains how employers can act on two fronts by implementing preventive measures and by using disciplinary sanctions, which can include dismissal.
Cahier Pratique Tissot - Guide de la santé, sécurité au travail, Oct. 2006, No.94, p.6-7. Illus.
Stress and psychosocial risk factors: Concepts and prevention
Stress et risques psychosociaux: concepts et prévention [in French]
The first part of this review article describes the current understanding of stress and psychosocial risk factors, in particular external violence (from persons external to the enterprise), internal violence (from persons within the enterprise) including bullying, suffering and ill-being at work. Chronic stress is the cause of adverse health effects, including cardiovascular diseases, mental health disorders and musculoskeletal diseases. The second part of the article is devoted to stress prevention measures and more broadly to the prevention of psychosocial risk factors. This needs to be undertaken within the broader context of hazard evaluation (compilation of the single document) and the definition of prevention plans.
Documents pour le médecin du travail, 2nd Quarter 2006, No.106, p.169-186. Illus. 44 ref.
http://www.dmt-prevention.fr/inrs-pub/inrs01.nsf/IntranetObject-accesParReference/TC%20108/$File/TC108.pdf [in French]
Paolillo A.G., Haubold B., Leproust H., D'Escatha A., Soula M.C., Ameille J.
Social and employment outcomes of patients presumed to be victims of bullying
Devenir socioprofessionnel de patients en situation de harcèlement moral présumé [in French]
A large greater Paris hospital set up a unit specializing in the treatment of victims of bullying. This study examined the social and employment outcomes of the 202 patients who consulted the unit between January 2000 and December 2002. Data were collected during the examinations of the patients as well as by means of questionnaires addressed to the patients three months after the first consultation. A poor medical, social and employment prognosis was found, with loss of employment and often prolonged sickness absenteeism. The study also highlights the importance of organizational factors in causing mental health changes at work. It concludes that the best prospects of effective primary prevention involve acting on organizational factors.
Documents pour le médecin du travail, 1st Quarter 2006, No.105, p.49-59. 18 ref.
http://www.dmt-prevention.fr/inrs-pub/inrs01.nsf/IntranetObject-accesParReference/TF%20146/$File/TF146.pdf [in French]
A different light
This article comments on the provisions of The Republic of Ireland's Safety, Health and Welfare at Work Act 2005. The main aspects of these new provisions concern integrated safety management systems and are particularly relevant for addressing bullying, harassment and stress at the workplace. Employees are required to submit to testing for intoxicants. Other aspects discussed include offences, enforcement and criminal liability of directors in the event of fatalities or major breaches in occupational health and safety legislation.
Safety and Health Practitioner, Feb. 2006, Vol.24, No.2, p.41-44. Illus. 9 ref.
Chappell D., Di Martino V.
Violence at work
This book explores the range of aggressive acts that occur in workplaces, including homicides, assaults, sexual harassment, threats, bullying, mobbing and verbal abuse. Part I examines patterns and trends in workplace violence, identifies occupations at risk and tries to find explanations for violent occurrences. Part II covers the response to violence at the national and supranational levels through legal measures, collective agreements, preventive strategies and best practices. Part III attempts to draw lessons and highlights the need for international action and the role of the ILO. Updates the second edition (see CIS 00-599).
ILO Publications, International Labour Office, 1211 Genève 22, Switzerland, 3rd ed., 2006. xxiv, 360p. Illus. Bibl. ref.
Bullying at work: Beyond policies to a culture of respect
This guide to dealing more effectively with bullying, harassment and interpersonal conflict at work aims to help human resources professionals and line managers move on to the next stage of tackling bullying at work, placing an emphasis on defining the positive behaviours, accepting responsibility for behaviour and actions, accepting responsibility for finding solutions and top management behaviour which is vital in reinforcing positive behaviours and creating a culture that goes beyond paying lip service to fairness. Contents: background to bullying; what is bullying; impact of bullying; what can be done about bullying; risk assessment; strong management, healthy conflict and bullying; policy for dealing positively with bullying; training to create dignity at work; approaches to dealing with claims of bullying at work; supporting the employees involved; psychological help for victims and bullies; conclusions.
Chartered Institute of Personnel Development, 151 The Broadway, London SW19 1JQ, United Kingdom, 2005. 48p. 25 ref.
Bullying_at_work.pdf [in English]
International Council of Nurses, Public Services International, World Health Organization, International Labour Office
Framework Guidelines for addressing workplace violence in the health sector - The training manual
This training manual on guidelines for addressing workplace violence in the health sector is primarily targeted at workplace situations but is also suitable for being used in awareness-raising contexts. It is intended for a wide range of operators in the health sector, including health personnel, members of professional associations, trade unionists, administrators, managers, trainers, decision makers and practitioners in general. Contents: preliminary remarks for the facilitator; introduction; awareness and understanding; rights and responsibilities, choosing the best approach: recognizing and addressing factors leading to workplace violence; intervention; monitoring and evaluation; conclusion.
ILO Publications, International Labour Office, 1211 Genève 22, Switzerland, 2005. viii, 122p. Illus. + CD-ROM.
http://www.ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---safework/documents/instructionalmaterial/wcms_108542.pdf [in English]
Protection against violence, bullying and sexual harassment in the workplace
La protection contre la violence et le harcèlement moral ou sexuel au travail [in French]
De bescherming tegen geweld, pesterijen en ongewenst seksueel gedrag op het werk. [in Dutch]
This document comments on the Law of 11 June 2002 on the protection of workers against violence, bullying or sexual harassment which came into force in Belgium on 1 July 2002. Contents: definitions; scope; prevention of violence, bullying and sexual harassment; protection of workers, employers and third parties; other legislation on sexual harassment in the workplace. Replaces CIS 03-1499.
Cellule publications du SPF Emploi, Travail et Concertation sociale, rue Ernest Blerot 1, 1070 Bruxelles, Belgium, rev.ed., June 2005. 79p. Illus.
Keys for ... preventing and combating violence, bullying and sexual harassment in the workplace
Clés pour ... prévenir et lutter contre la violence et le harcèlement moral ou sexuel au travail [in French]
Wegwijs in ... de preventie en bescherming tegen geweld, pesten en ongewenst seksueel gedrag op het werk. [in Dutch]
This booklet provides guidance on Belgian regulations concerning the protection of workers against violence, bullying or sexual harassment. Contents: definitions and scope of the regulations; occupational safety and health policies; roles of the occupational safety and health advisor and the trusted advisor; protection of workers, employers and third parties; penalties; help to victims. Replaces CIS 03-1119.
Cellule publications du SPF Emploi, Travail et Concertation sociale, rue Ernest Blerot 1, 1070 Bruxelles, Belgium, rev. ed., Feb. 2005. 64p. Illus.
http://www.emploi.belgique.be/WorkArea/showcontent.aspx?id=4282 [in French]
http://www.werk.belgie.be/WorkArea/showcontent.aspx?id=4282 [in Dutch]
Psychosocial hazards. Stress, malaise, suffering...A collective challenge to occupational health and the quality of working life
Risques psychosociaux. Stress, mal-être, souffrance...Un enjeu collectif de la santé et de la qualité de vie au travail [in French]
Following a brief explanation of what constitutes psychosocial disorders, this guide presents a four-step multidisciplinary approach to the prevention of occupational stress: developing a collective approach; identifying indicators; understanding disequilibria; acting at several levels and implementing a monitoring system.
Agence Nationale pour l'Amélioration des Conditions de Travail, 4, quai des Etroits, 69321 Lyon Cedex 05, France, Dec. 2005. 23p. Illus.
http://www.aquitaine.aract.fr/pdf/RiskPsycho_guide.pdf [in French]
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