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CIS 10-0184 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. [en inglés]

CIS 12-0355 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] [en inglés]


CIS 11-0760 Edwards R.
Working for better health for workers
Il ne faut pas être docteur pour prendre soin d'une personne [en francés]
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 [en francés]

CIS 11-0637 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 [en inglés]

CIS 11-0444 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.


CIS 11-0450 Fidalgo Vega M., Gallego Fernández Y., Ferrer Puig R., Nogareda Cuixart C., Pérez Zambrana G., García Maciá R.
Acoso psicológico en el trabajo: definición
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 [en español]

CIS 11-0148 Milczarek M.
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 [en inglés]

CIS 10-0445 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 [en inglés]

CIS 10-0202 Encuesta europea de empresas sobre riesgos nuevos y emergentes - Resumen
European survey of enterprises on new and emerging risks - Summary [en inglés]
Enquête européenne des entreprises sur les risques nouveaux et émergents - Résumé [en francés]
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 [en inglés]
Enquête_européenne.pdf [en francés]
Encuesta_europea.pdf [en español]

CIS 10-0201 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 [en inglés]

CIS 10-0142 Sebastián Cárdenas M.L., Fidalgo Vega M.
Sistema de Análisis Triangular del Acoso (SATA): un método de análisis del acoso psicológico en el trabajo
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 [en español]


CIS 10-0890 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.

CIS 10-0743 Gava M.J., Gbézo B.E.
Preventing workplace bullying and suffering
Prévenir le harcèlement moral et la souffrance au travail [en francés]
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.

CIS 10-0738 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 [en francés]
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.

CIS 10-0589 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.

CIS 09-1409 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.

CIS 09-1417 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.


CIS 10-0897 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 [en francés]
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 [en francés]

CIS 09-741 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. [en inglés]

CIS 09-746 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. [en inglés]

CIS 09-486 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 [en portugués]
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. [en portugués]

CIS 09-249 Paturel D., Champion I.
Organization and bullying - Occupational safety and health challenges
Organisation et harcèlement moral - Les enjeux de la prévention [en francés]
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.


CIS 09-1419 Dejours C.
Averting violence - Work, violence and health
Conjurer la violence - Travail, violence et santé [en francés]
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.

CIS 09-985 Mayhew C.
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.

CIS 09-744 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 [en italiano]
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. [en italiano] [en inglés]

CIS 08-988 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. [en inglés] ((Ch.4)) [en inglés]

CIS 08-735 Harassment at work: Help from hazard evaluation
Harcèlement au travail: l'appui de l'analyse des risques [en francés]
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.

CIS 08-750 Chouanière D., Langevin V., Guibert A.
Occupational stress - Steps of a prevention approach
Stress au travail - Les étapes d'une démarche de prévention [en francés]
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.$FILE/ed6011.pdf [en francés]

CIS 08-745 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. [en inglés]

CIS 07-1496 Niedhammer I., David S., Degioanni S.
Sectores de actividad y profesiones de alto riesgo en materia de acoso psicológico en el centro de trabajo: conclusiones de una importante encuesta transversal entre la población activa general de Francia
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 [en inglés]
Este estudio tenía por objetivo evaluar la prevalencia de acoso psicológico en el lugar de trabajo en el seno de la población activa francesa, así como examinar dicha prevalencia en diferentes sectores de actividad y profesiones. El estudio se ha realizado sobre 3132 hombres y 4562 mujeres, seleccionados al azar entre las personas profesionalmente activas en el sud-este de Francia, quienes han cumplimentado un cuestionario acerca del acoso psicológico en el trabajo. La prevalencia de acoso psicológico para un periodo de 12 meses fue del 9% en el caso de los hombre y de un 11% en el de las mujeres. Se comentan otros resultados del estudio
International Archives of Occupational and Environmental Health, Feb. 2007, Vol.80, No.4, p.346-353. 25 ref.

CIS 07-1244 Gersdorf M., Reczyńska-Ratajczak M.
Prevención del "mobbing"
Prewencja antymobbingowa [en polonés]
Este artículo define el concepto de "mobbing" (parecido al acoso moral) e identifica las características de los potenciales perpetradores y víctimas. Se precisan las responsabilidades de los empresarios, al igual que la estrategia y los medios de prevención a aplicar
Praca i Zabezpieczenie Społeczne, 2007, No.2, p.31-34.


CIS 08-491 Cristian Alonso R.
Nueva ley de acoso laboral
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.

CIS 08-490 Acoso psicológico en el trabajo, mobbing
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. [en español]

CIS 08-249 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.
Acoso moral en el trabajo - Concepto, prevención, tutela procesal y reparación de daños
Este manual sobre el acoso psicológico en el trabajo examina el problema desde diferentes ángulos, incluidos los aspectos legales. Va dirigido a los empresarios, a los trabajadores y sus representantes, a los responsables de recursos humanos y a los juristas. Temas tratados: concepto jurídico del acoso psicológico, prácticas preventivas a nivel de empresa; indemnización; papel de la administración española de seguridad social; responsabilidad legal de los empresarios; procedimientos legales
Editorial Aranzadi SA, Camino de Galar 15, 31190 Cizur Menor, Spain, 2006. 272p. Bibl.ref. Price: EUR 35.33.

CIS 08-246 Actuar sobre los sufrimientos de relación en el trabajo ¿ Manual para los responsables de gestionar situaciones conflictivas, de acoso y de adoctrinamiento
Agir sur les souffrances relationnelles au travail - Manuel de l'intervenant confronté aux situations de conflit, de harcèlement et d'emprise au travail [en francés]
Van meningsverschil tot hyperconflict - Gids voor wie beroepsmatig tussenkomt en geconfronteerd wordt met conflicten en grensoverschrijdend gedrag op het werk [en holandés]
Esta guía para la prevención del sufrimiento relacional en el trabajo es fruto de un programa de investigación, en el curso del cual se han adoptado diversos modelos metodológicos. El primer capítulo está dedicado a los conceptos y los fenómenos, así como a las diversas fases de la evolución de un conflicto. Se aborda la prevención de estos problemas y se detallan los cuatro principales métodos de intervención. Finalmente, existe un capítulo dedicado a las buenas prácticas multidisciplinares
Service public fédéral Emploi, travail et concertation sociale, rue Ernest- Blerot 1, 1070 Bruxelles, Belgium, Nov. 2006. 151p. Illus. 140 ref. [en francés] [en holandés]

CIS 08-245 Violencia, acoso moral y acoso sexual en el trabajo: factores de riesgo organizativos
Violences, harcèlement moral ou sexuel au travail: facteurs de risque organisationnels [en francés]
Ongewenst grensoverschrijdend gedrag op het werk: organisatorische risicofactoren [en holandés]
A menudo, los casos de violencia, acoso moral o acoso sexual en el trabajo se atribuyen a la personalidad de los individuos, pasando por alto el papel que desempeñan las características de la organización y del equipo, así como las pareas a efectuar. Este estudio examina el papel de dichos factores de riesgo sobre el desarrollo y la persistencia de comportamientos abusivos en el trabajo. El estudio se ha efectuado mediante una investigación bibliográfica, entrevistas y encuestas mediante cuestionario
Service public fédéral Emploi, travail et concertation sociale, rue Ernest- Blerot 1, 1070 Bruxelles, Belgium, Sep. 2006. 47p. Illus. [en francés] [en holandés]

CIS 07-1243 Notelaers G., Einarsen S., De Witte H., Vermunt J.K.
Medida de la exposición a acoso moral entre iguales (bullying) en los lugares de trabajo: validez y ventajas del modelo de grupos de clase latente
Measuring exposure to bullying at work: The validity and advantages of the latent class cluster approach [en inglés]
Aunque el acoso moral (bullying) es un fenómeno complejo, el principal método utilizado en encuestas sobre el acoso moral sólo distingue dos grupos: las víctimas y las no-víctimas. Hence, the complex nature of workplace bullying may not be accounted for. Por lo tanto, la naturaleza compleja de la intimidación en el trabajo podría no poder evidenciarse plenamente. Consecuentemente, se propone un modelo de clase latente a fin de modelizar los datos obtenidos mediante cuestionario de actos negativos (Negative Acts Questionnaire), administrado a 6.175 trabajadores belgas.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. En este estudio se han evidenciado seis clases latentes, a saber: "no intimidados", "criticas del trabajo limitadas", "interacciones negativas limitadas", "a veces intimidado", "intimidado por causa del trabajo," y "víctima". Los resultados han demostrado que, en comparación con el método de clasificación habitual, el modelo de clase latente presenta una concepción más estructurada y una mejor validez predictiva en lo que respecta a las auto-evaluaciones y los indicadores de tensiones y bienestar laboral
Work and Stress, Oct.-Dec. 2006, Vol.20, No.4, p.289-302. 31 ref.

CIS 07-1247 Leroy J.F., Faulx D., Devacht I., Antonissen D.
Actuando contra el sufrimiento de relación en el trabajo - manual de intervención para personas que tienen que resolver situaciones de conflicto, acoso moral y abuso de autoridad en el trabajo
Agir sur les souffrances relationnelles au travail - Manuel de l'intervenant confronté aux situations de conflit, de harcèlement et d'emprise au travail [en francés]
Van meningsverschil tot hyperconflict - Gids voor wie beroepsmatig tussenkomt geconfronteerd wordt met conflicten en grensoverschrijdend gedrag op het werk [en holandés]
El sufrimiento relacionado con el trabajo incluye: el conflicto extremo, el acoso moral, el acoso sexual y la violencia. Esta guía es resultado de un programa de investigación durante el que se han utilizado diferentes modelos metodológicos. El capítulo primero está dedicado a los conceptos, fenómenos y diferentes fases de la evolución de un conflicto. Seguidamente se aborda la prevención de estas problemáticas y se presentan los cuatro grandes métodos de intervención (mantenimiento de ayuda, mediación, intervención con los grupos, entrenamiento). Finalmente, hay un capítulo específicamente dedicado a las "buenas prácticas transversales"
Service public fédéral Emploi, Travail et Concertation sociale, rue Ernest Blerot 1, 1070 Bruxelles, Belgium, 2006. 147p. Illus. Bibl.ref. [en francés] [en holandés]

CIS 07-1245 Correa Carrasco M.
Acoso moral en el trabajo - Concepto, prevención, tutela procesal y reparación de daños
En el sumario de esta obra sobre el acoso moral en el trabajo: acoso moral desde el punto de vista psicosocial y de violencia psicológica en los lugares de trabajo; definición jurídica del acoso moral; situación actual en materia de prevención del acoso moral en los centros de trabajo desde el punto de vista jurídico; prácticas de las empresas en materia de prevención del acoso moral; incidencia de acoso moral en el marco del sistema de seguridad social (afecciones psíquicas debidas a factores profesionales); consideraciones de responsabilidad civil en relación con el acoso moral en los lugares de trabajo; situación actual en materia de recursos jurídicos para el acoso moral; protección contra el acoso moral en los servicios públicos
Editorial Aranzadi SA, 15 Camino de Galar, 31190 Cizur Menor, 31190 Spain, 2006. 271p. Illus. Bibl.ref.

CIS 07-994 Amherdt C.H.
El contrato emocional al servicio de la prevención primaria del acoso psicológico
Le contrat émotionnel au service de la prévention primaire du harcèlement psychologique [en francés]
Como posible solución al problema del acoso psicológico en los lugares de trabajo, este artículo propone establecer un "contrato emocional", que vincularía al trabajador y al empresario, y según el cual el trabajador señalaría las emociones positivas experimentadas durante su trabajo y tendería a trabajar de forma más productiva, en tanto que el empresario se comprometería a trabajar más activamente en este campo, ayudando al trabajador a identificar todas las cosas positivas de su trabajo
Travail et santé, Dec. 2006, Vol.22, No.4, p.10-12. 7 ref.

CIS 07-993 Bilgel N., Aytac S., Bayram N.
Acoso moral entre iguales (bullying) entre el personal funcionarial turco
Bullying in Turkish white-collar workers [en inglés]
El objeto de este estudio transversal era determinar la prevalencia de acoso moral entre iguales (bullying), en los centros de trabajo, entre los trabajadores administrativos y evaluar sus efectos sobre la salud. El trabajo se ha realizado en forma de encuesta mediante cuestionario cumplimentado por funcionarios a tiempo completo de los servicios de salud, educación y seguridad de Turquía. El acoso moral entre iguales se evaluó mediante una lista de 20 ítems. Cumplimentaron el cuestionario 944 personas, lo que corresponde a una tasa de respuestas del 79%. Entre los participantes, un 55% declararon haber sufrido acoso moral entre iguales durante los años precedentes y un 47% declararon haber sido testigos de acoso moral a terceras personas. El acosador solía ser un superior. Un sesenta por ciento de las víctimas intentaron defenderse del acosador pero la mayoría desistieron en el empeño. Se observan diferencias significativas respecto de las puntuaciones de ansiedad, de depresión, de estrés inducido por el trabajo y de apoyo en el lugar de trabajo, entre las personas que declararon haber sufrido bullying y las que no lo hicieron
Occupational Medicine, June 2006, Vol.56, No.4, p.226-231. Illus. 38 ref.

CIS 07-984 Quiviger V., Lamy P.
La prevención del acoso moral entre iguales (bullying): papel del empresario
La prévention du harcèlement moral: quel rôle pour l'employeur? [en francés]
Este artículo trata de la responsabilidad de los empresarios frente al acoso moral entre iguales (bullying) en los centros de trabajo, con referencia los textos legales franceses. Los empresarios disponen especialmente de dos vías de actuación: la prevención y las sanciones disciplinarias que, incluso, pueden llegar hasta el despido
Cahier Pratique Tissot - Guide de la santé, sécurité au travail, Oct. 2006, No.94, p.6-7. Illus.

CIS 07-498 Chouanière D.
Estrés y riesgos psicosociales: Conceptos y prevención
Stress et risques psychosociaux: concepts et prévention [en francés]
La primera parte este artículo de revisión describe los conocimientos actuales sobre el estrés y los factores de riesgo psicosociales, en particular la violencia externa (personas ajenas a la empresa) e interna (personas de la propia empresa) incluido el acoso, el sufrimiento y el malestar en el trabajo. El estrés crónico provoca efectos adversos para la salud, incluidas las enfermedades cardiovasculares, los trastornos mentales y las enfermedades osteomusculares. La segunda parte del artículo está dedicada a las medidas de prevención del estrés y más ampliamente a la prevención de los factores de riesgo psicosociales. Esto debe ser aplicado en el contexto más amplio posible de la evaluación de riesgo (compilación de un documento único) y en la definición de los planes preventivos.
Documents pour le médecin du travail, 2nd Quarter 2006, No.106, p.169-186. Illus. 44 ref.$File/TC108.pdf [en francés]

CIS 07-231 Paolillo A.G., Haubold B., Leproust H., D'Escatha A., Soula M.C., Ameille J.
Devenir socioprofesional de los pacientes en situación de sospecha de acoso entre pares
Devenir socioprofessionnel de patients en situation de harcèlement moral présumé [en francés]
Un gran hospital de la región parisina ha implantado una estructura de consulta "sufrimiento y trabajo" especializada en el acoso entre pares (Bullying). Este estudio trata sobre el devenir socioprofesional de 202 pacientes que han consultado en dicho servicio entre enero de 2000 y diciembre de 2002. Los datos se han obtenido a partir de las consultas, así como mediante cuestionarios enviados a los pacientes tres meses después de la primera consulta. El estudio ha puesto de manifiesto el mal pronóstico médico y socioprofesional de estos pacientes, con pérdida del empleo y bajas por enfermedad, en ocasiones de muy larga duración. El estudio ha puesto de manifiesto, asimismo, la importancia de los factores organizativos respecto de las alteraciones de la salud mental en el trabajo. Se concluye que las mejores acciones preventivas son las que se efectúan a nivel organizativo.
Documents pour le médecin du travail, 1st Quarter 2006, No.105, p.49-59. 18 ref.$File/TF146.pdf [en francés]

CIS 06-1294 Shannon G.
Una luz diferente.
A different light [en inglés]
Este artículo comenta las nuevas disposiciones de la ley de 2005 sobre la seguridad, la salud y el bienestar en el trabajo en la Republica de Irlanda, que tendrá importantes consecuencias tanto para los empresarios como para los trabajadores. Los principales aspectos de estas nuevas disposiciones se refieren a los sistemas integrados de gestión de la prevención, especialmente para hacer frente a los casos de persecución, acoso y estrés en los centros de trabajo. Los trabajadores deberán someterse a pruebas de despistaje de alcohol y drogas. Otros aspectos que se tratan son los que se refieren a las infracciones, las obligaciones y la responsabilidad penal de los miembros de la dirección en caso de muerte o de infracción grave de la legislación en materia de seguridad y salud en el trabajo.
Safety and Health Practitioner, Feb. 2006, Vol.24, No.2, p.41-44. Illus. 9 ref.

CIS 06-1246 Chappell D., Di Martino V.
La violencia en el trabajo.
Violence at work [en inglés]
Esta obra estudia las diferentes manifestaciones de la violencia en el medio laboral, como los homicidios, las agresiones, el acoso sexual, las amenazas, el acoso psicológico y las propias injurias. La parte I examina los esquemas y tendencias de la violencia en el lugar de trabajo, identifica las profesiones de riesgo e intenta dar explicacion a los fenómenos de violencia. La parte II trata de la respuesta a la violencia a nivel nacional y supranacional, especialmente merced a las medidas legales, a los convenios colectivos, a las estrategias de prevención y a las buenas prácticas. La parte III pretende aportar enseñanzas y subraya la necesidad de una acción a nivel internacional de la OIT sobre esta materia. Actualización de la segunda edición (ver CIS 00-599)
ILO Publications, International Labour Office, 1211 Genève 22, Switzerland, 3rd ed., 2006. xxiv, 360p. Illus. Bibl. ref.


CIS 10-0444 Tehrani N.
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 [en inglés]

CIS 10-0158
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. [en inglés]

CIS 07-1249 La protección contra la violencia y el acoso moral o sexual en el trabajo
La protection contre la violence et le harcèlement moral ou sexuel au travail [en francés]
De bescherming tegen geweld, pesterijen en ongewenst seksueel gedrag op het werk. [en holandés]
En este documento se comenta la ley belga de 11 de junio de 2002 relativa a la protección contra la violencia y el acoso moral o sexual en el trabajo, que ha entrado en vigor el 1 de julio de 2002. En el sumario: campo de aplicación; prevención de la violencia y del acoso moral o sexual en el trabajo; protección del trabajador, del empresario y de terceros; otras legislaciones relativas al acoso sexual en el trabajo. Sustituye a 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.

CIS 07-1016 Claves para ... prevenir y combatir la violencia y el acoso moral y sexual en el trabajo
Clés pour ... prévenir et lutter contre la violence et le harcèlement moral ou sexuel au travail [en francés]
Wegwijs in ... de preventie en bescherming tegen geweld, pesten en ongewenst seksueel gedrag op het werk. [en holandés]
Este folleto facilita información general sobre la reglamentación belga en materia de protección de los trabajadores frente a la violencia y el acoso moral o sexual. Contenido: definiciones y campo de aplicación del reglamento; seguridad laboral y políticas de salud; funciones del consejero en prevención y salud y de la persona de confianza; protección de trabajadores, empresarios y terceros; sanciones; asistencia a las víctimas. Sustituye a 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. [en francés] [en holandés]

CIS 07-250 Brun C.
Riesgos psicosociales. Estrés, malestar, sufrimiento...Un reto colectivo para la salud y la calidad de vida en el trabajo
Risques psychosociaux. Stress, mal-être, souffrance...Un enjeu collectif de la santé et de la qualité de vie au travail [en francés]
Tras definir brevemente los trastornos psicosociales, esta guía presenta un método pluridisciplinario para la prevención del estrés de etiología profesional, dividido en cuatro etapas: construcción de un proyecto colectivo; identificación de las señales de alerta; comprensión de los desequilibrios; actuación a diferentes niveles y adopción de un sistema de vigilancia.
Agence Nationale pour l'Amélioration des Conditions de Travail, 4, quai des Etroits, 69321 Lyon Cedex 05, France, Dec. 2005. 23p. Illus. [en francés]

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