Suchergebnisse

Since August 10 th 2020 entered into force the first Romanian normative act expressly regulating the moral harassment, Law no. 167/August 7th 2020 amending Government Ordinance no. 137/2000 on the prevention and sanctioning of all forms of discriminations, and Law no. 202/2002 on equal opportunities and treatment for women and men. In July 2020, about one month before the coming into effect of the regulation on moral harassment, the Law 53/2003 -the Labour Code- was amended through Law no. 151/2020 which supplements the provisions safeguarding the principle of equality of treatment and the principle of human dignity. The paper is an analysis of the rights and obligations provided for by the recently adopted legal framework, of the legal measures having as purpose to improve the protection of these principles, identifying the legal aspects of an absolutely new character, highlighting the benefits of the new regulations for vulnerable holders of such rights, as well as some of Romanian legislator's reasons. Even if moral harassment is not a new phenomenon at all, the abuse behaviour and its numerous faces, its consequences on physical, mental and emotional health, the existence of equality and dignity rights and the possibility to defend them are less known in Romania, and therefore less respected. The new regulations above safeguarding against visible and invisible abuse, particularly the Law no. 167/August 7th 2020 modifying the Government Ordinance no. 137/2000, should be considered a great first step toward a new age of fundamental rights protection in the Romanian society. Keywords: moral harassment, principle of human dignity, principle of equality of treatment, physical, mental and emotional health, stress and physical exhaustion, high liability standards.

Objective: Investigating the occurrence of the practice of moral harassment in the workplace of nurses of the Family Health Strategy; ascertaining who are the harassers; identifying the characteristics of aggressors; verifying the consequences of the moral harassment practice for the health of the professional. Method: this is an exploratory research, with quantitative approach, developed at Family Health Units, of the city of João Pessoa, with 30 nurses, with the application of a questionnaire. The data were analyzed by frequency and percentage. Results: from the 30 nurses of the research, ten (33,3%) suffered moral harassment, and in 46,1% of the cases, the aggressors were supporters. Regarding health problems as a consequence of the harassment, stands out the stress (92,3%). Conclusion: The study evidenced that a significantly number of nurses were victims of moral harassment in their workplaces, in a repetitive and systematically way, which causes health problems for the worker.

Purpose: To investigate moral harassment on northern Brazil through the lens of lawsuits.
Design/methodology: Statistical analyses on lawsuits from 2012 to 2018 issued at Labor Court, 11th Region, which includes states of Amazonas and Roraima. It also provided a qualitative discussion, based on semi-structured interviews with main actors (judges, prosecutors, and lawyers).
Findings: A representative volume of legal actions was found, signaling the presence of moral harassment in the region. There was a higher proportion of vertical harassment (management over employees), a large concentration in industry and banks, a predominance of men as harassers and great difficulty in proving the harassment.
Originality/value: This article addresses the topic of moral harassment from a lens that is still little explored, lawsuits, considering a geographic delimitation without many studies – the northern region of Brazil.
Theoretical/methodological contributions: The northern Brazil presents similar characteristics regarding moral harassment to those found in other regions of the country, reinforcing the understanding of a social phenomenon under the influence of the institutional environment.
Practical implications: The findings reinforce the need to debate and review how reporting channels about moral harassment are structured in the country, as it is a phenomenon that is difficult to delimit and prove but has a profound impact on the lives of its victims.

Objective: To analyze the productions of literature on bullying in the past five years in Brazil. Method: integrative review articles in the national database Lilacs and Virtual Health Library were selected twelve articles in the areas of business, law, nursing, physiotherapy and psychology. Results: The bullying is complex, poorly researched; there is an absence of a Brazilian law and predominance of studies from psychology. Research has shown that the damage to workers' health aspects ranging from psychic, emotional and physical to social and economic. Conclusion: Workplace bullying can be present in any situation, one problem that must also be investigated by multidisciplinary teams. The health care worker should know the concept, characteristics and consequences of workplace violence, providing expert assistance, based on labor rights and health.

ABSTRACT: After numerous studies and debates at European and national level, the Romanian Parliament has adopted a series of legislative amendments aimed at complementing existing legislation on discrimination in the workplace and strengthening the levers needed to prevent and combat moral harassment in the workplace. Considered by specialists to be the most harmful source of stress at work, since 2000, moral harassment at work or "mobbing" has become a phenomenon that has caught the attention of both European Union institutions and the Romanian state. KEYWORDS: harassment, mobbing, contraventional liability, disciplinary liability, criminal liability

Moral harassment (or mobbing) is one of the most rapidly emerging workplace violence complaints, affecting around twelve million workers in the EU annually. In 1993, Sweden was the first EU country to enact legislation against moral harassment with its Ordinance on Victimization at Work. Through the Social Modernization Law in 2002, France added both civil and criminal provisions condemning moral harassment. This Note explores the Swedish and French laws and the psychological theories by Heinz Leymann and Marie-France Hirigoyen, respectively, that preceded them. Since existing EU legislation is inadequate in covering moral harassment, a new directive should be adopted. This new directive could be modeled off of several exemplary existing directiYes and should consider various proYisions of the Swedish and French laws, as well as the analyses ofLeymann and Hirigoyen.

The main objective of this doctoral thesis is to clarify the existing relations between organisational factors and mobbing in the Ukrainian public sector so to formulate the prevention measures of psychological harassment in the organisational area. To the best of my knowledge, this is the first research that shed light into the psychological harassment as well as on its factors in Ukraine, where the legislation to that matter is inexistent. This thesis has also the ambition to test the impact of individual characteristics of the victim with psychological harassment. To that end, we conducted a research in three steps. Firstly, an analysis of 450 articles has been realised. The aim of that step was to grasp the main organisation factors that influence psychological harassment in a company environment using a precise definition: a minimal harassment length of at least 6 months and a notion of repeatability of the act weekly or monthly. It appeared that five types of factors contribute to the explanation of psychological harassment, namely: work organisation, leadership, the organisational culture and social climate, the compensation and benefit system and organisation changes. Secondly, we led a qualitative exploratory research aiming to refine the results of the literature review with elements that are specific to the Ukrainian area. Twelve semi-structured interviews have been conducted with medical specialists working in obstetrics hospitals located in Kharkiv (Ukraine). The goal of this step resulted in the construction of the research model. Finally, a confirmatory quantitative study helped us to test statistically correlations between fourteen organisational factors and three dimensions of mobbing. Mobbing has been measured through a behavioural method (NAQ, Einarsen et al., 1994). In order to measure the organisation variables, we structured our own survey by inspiring us from several measuring scales tested and validated in previous studies. The transcultural validation steps of one survey of Vallerand (1989) have been applied. Through this quantitative research, 243 participants have been surveyed. Among those, 35% are regular harassment victims during 6 months preceding the research. The analysis brings out that the fact of being a man increases the likelihood of being harassed. When it comes to organisational factors, it turns out that role conflict, work conflict, social support and decision authority are all major determinants in moral harassment in the Ukrainian context. ; L'objectif principal de ce travail doctoral est de clarifier les relations existantes entre les facteurs organisationnels et le harcèlement moral dans le secteur public ukrainien afin de formuler des mesures de prévention de harcèlement psychologique en milieu organisationnel.A notre humble connaissance, c'est la première étude qui met la lumière sur l'état de harcèlement moral ainsi que sur ses déterminants en Ukraine, où la législation en matière de harcèlement est absente. Cette thèse a également pour ambition de tester l'impact des caractéristiques individuelles de la victime sur le harcèlement moral.Pour ce faire, nous avons mené notre étude en trois temps. Dans un premier temps, nous avons réalisé une analyse de 450 articles sur le sujet. L'objectif de cette étape était de cerner les principaux facteurs organisationnels influençant le harcèlement moral dans le milieu de l'entreprise à partir d'une définition précise : une durée minimale du harcèlement d'au moins 6 mois et une notion de répétitivité de l'acte d'une façon hebdomadaire ou mensuelle. Il s'est avéré que cinq types de facteurs contribuent à l'explication du harcèlement moral, à savoir : l'organisation du travail, le leadership, la culture organisationnelle et le climat social, le système de récompenses et les changements organisationnels.Dans un deuxième temps, nous avons réalisé une étude exploratoire qualitative visant à affiner les résultats d'analyse de la littérature par des éléments propres au terrain ukrainien. 12 entretiens semi-directifs ont été réalisés avec des spécialistes médicaux travaillant dans l' hôpital obstétrique de Kharkiv (Ukraine). La finalité de cette étape s'est concrétisée par la construction du modèle de recherche.Enfin, dans un troisième temps, une étude confirmatoire quantitative nous a permis de tester statistiquement des liens entre quatorze facteurs organisationnels et trois dimensions du harcèlement moral.Le harcèlement moral a été mesuré à travers une méthode béhavioriste (NAQ, Einarsen et al., 1994). Pour mesurer les variables organisationnelles, nous avons constitué notre propre questionnaire en nous inspirant de plusieurs échelles de mesures testées et validées dans des recherches antérieures. Les démarches de validation transculturelle d'un questionnaire de Vallerand (1989) ont été ensuite appliquées.Au cours de cette étude quantitative, 243 personnes ont été questionnées. 35% sont victimes du harcèlement régulier durant les 6 mois précédant la recherche. Il ressort de notre analyse que le fait d'être un homme augmente la probabilité d'être harcelé. Quant aux facteurs organisationnels, il s'avère que le conflit de rôle, le conflit au travail, le soutien social et l'autorité décisionnelle sont les déterminants majeurs du harcèlement moral dans le contexte ukrainien.

The main objective of this doctoral thesis is to clarify the existing relations between organisational factors and mobbing in the Ukrainian public sector so to formulate the prevention measures of psychological harassment in the organisational area. To the best of my knowledge, this is the first research that shed light into the psychological harassment as well as on its factors in Ukraine, where the legislation to that matter is inexistent. This thesis has also the ambition to test the impact of individual characteristics of the victim with psychological harassment. To that end, we conducted a research in three steps. Firstly, an analysis of 450 articles has been realised. The aim of that step was to grasp the main organisation factors that influence psychological harassment in a company environment using a precise definition: a minimal harassment length of at least 6 months and a notion of repeatability of the act weekly or monthly. It appeared that five types of factors contribute to the explanation of psychological harassment, namely: work organisation, leadership, the organisational culture and social climate, the compensation and benefit system and organisation changes. Secondly, we led a qualitative exploratory research aiming to refine the results of the literature review with elements that are specific to the Ukrainian area. Twelve semi-structured interviews have been conducted with medical specialists working in obstetrics hospitals located in Kharkiv (Ukraine). The goal of this step resulted in the construction of the research model. Finally, a confirmatory quantitative study helped us to test statistically correlations between fourteen organisational factors and three dimensions of mobbing. Mobbing has been measured through a behavioural method (NAQ, Einarsen et al., 1994). In order to measure the organisation variables, we structured our own survey by inspiring us from several measuring scales tested and validated in previous studies. The transcultural validation steps of one survey of Vallerand ...

Esta investigación de tipo documental recoge los planteamientos de la doctrina respecto al fenómeno del mobbing o acoso moral en el trabajo, y establece sus causas, tipos y características, a fin de diferenciarlo de otros fenómenos que también tienen lugar en el ámbito laboral, y sobre todo, determinar el tratamiento que la legislación venezolana proporciona al mismo, a sabiendas de que no existe una ley especial para regularlo. Se analizan las normas vigentes que pueden tener aplicación frente al mobbing, así como las decisiones jurisprudenciales que han sentado precedente y han fijado los criterios que el juez debe considerar al momento de decidir, para finalmente estudiar la protección que brinda el Sistema de Seguridad Social al trabajador que como consecuencia de estas acciones hostigadoras padece una enfermedad considerada como profesional u ocupacional. ; This documentary investigation analyzes doctrinal positions regardingthe phenomenon of mobbing or moral harassment in the workplace,establishing its causes, types and characteristics in order to differentiate itfrom other phenomena that also take place in the working environment andabove all, determine the treatment given to it by Venezuelan legislation,understanding that no special law exists for its regulation. The studyanalyzes regulations in effect that could be applied to mobbing, as wellas legal decisions that have established precedents and set criteria thata judge should consider when pronouncing his or her verdict. Finally,it examines the protection offered by the Social Security System for theworker who suffers from an illness considered professional or occupationalas a consequence of these annoying actions.

This article aims to reflect on how the right to prevention of moral harassment in the labor environment is articulated and how this right has been projected in the Law on Occupational Hazards Prevention in Spanish Legislation, with the aim of demonstrating that there are Legal bases sufficient to take preventive measures in relation to psychosocial risk, even if it is not specifically included in the legal text. The protection of workers is basically based on the worker's right to adequate and effective protection in the working environment. ; El presente artículo tiene por objetivo reflexionar sobre cómo queda articulado el derecho a la prevención del acoso moral en medio ambiente laboral y cómo ha sido proyectado este derecho en la Ley de Prevenciones de Riesgos Laborales en la Legislación Española, con el objetivo de demostrar que existen bases jurídicas suficientes para adoptar medidas preventivas en relación con el riesgo psicosocial, incluso aunque no venga recogido de forma específica en el texto legal. La protección de los trabajadores se articula basicamente en el derecho del trabajador de una protección adecuada y eficaz en el medio ambiente laboral.

International audience ; The expression "moral harassment" was born in 1998, under the pen of French psychologist Marie-France Hirigoyen, in her bestseller Moral harassment. The perverse violence in everyday life (Hirigoyen, 1998). Moral harassment, mobbing, bullying or workplace bullying (as Anglophones call it) is a pernicious phenomenon that "undermines the moral contract that binds the person to her work" (Viaux and Bernaud, 2001a), Personal translation. This phenomenon, which is predominant in the workplace, is met by several employees worldwide (Bartlett & Bartlett, 2011). Morocco, an Arab-Muslim country, in the process of development, does not escape this phenomenon. Moroccan employees suffer from moral harassment at work (MHW), under the pressure of the social and economic environment and under the silence of the legislator.Several improvements have been made in the Moroccan labor code in recent years. They aim to reconcile business performance and employees' working conditions. Nevertheless, the phenomenon of MHW remains largely ignored or omitted by management, legislation, but also by the scientific research (Esserdi et al., 2018b).Through this exploratory study (quantitative and qualitative), we aim to highlight the impact of the MHW on health of Social Workers (SW).Our first results highlight a particularly marked suffering, which we propose to explore through contextual elements related to Moroccan culture. ; L'expression « harcèlement moral » est née en 1998, sous la plume de la psychologue française Marie-France Hirigoyen, dans son bestseller Le harcèlement moral. La violence perverse au quotidien (Hirigoyen, 1998). Le harcèlement moral, mobbing, bullyingou workplace bullying (tel que le nomment les anglophones) est un phénomène pernicieux, qui porte atteinte au contrat moral qui lie la personne à son travail (Viaux et Bernaud, 2001a).Ce phénomène, prépondérant dans les lieux de travail, est rencontré par plusieurs salariés, à l'échelle mondiale (Bartlett & Bartlett, 2011). Le Maroc, pays ...

International audience ; The expression "moral harassment" was born in 1998, under the pen of French psychologist Marie-France Hirigoyen, in her bestseller Moral harassment. The perverse violence in everyday life (Hirigoyen, 1998). Moral harassment, mobbing, bullying or workplace bullying (as Anglophones call it) is a pernicious phenomenon that "undermines the moral contract that binds the person to her work" (Viaux and Bernaud, 2001a), Personal translation. This phenomenon, which is predominant in the workplace, is met by several employees worldwide (Bartlett & Bartlett, 2011). Morocco, an Arab-Muslim country, in the process of development, does not escape this phenomenon. Moroccan employees suffer from moral harassment at work (MHW), under the pressure of the social and economic environment and under the silence of the legislator.Several improvements have been made in the Moroccan labor code in recent years. They aim to reconcile business performance and employees' working conditions. Nevertheless, the phenomenon of MHW remains largely ignored or omitted by management, legislation, but also by the scientific research (Esserdi et al., 2018b).Through this exploratory study (quantitative and qualitative), we aim to highlight the impact of the MHW on health of Social Workers (SW).Our first results highlight a particularly marked suffering, which we propose to explore through contextual elements related to Moroccan culture. ; L'expression « harcèlement moral » est née en 1998, sous la plume de la psychologue française Marie-France Hirigoyen, dans son bestseller Le harcèlement moral. La violence perverse au quotidien (Hirigoyen, 1998). Le harcèlement moral, mobbing, bullyingou workplace bullying (tel que le nomment les anglophones) est un phénomène pernicieux, qui porte atteinte au contrat moral qui lie la personne à son travail (Viaux et Bernaud, 2001a).Ce phénomène, prépondérant dans les lieux de travail, est rencontré par plusieurs salariés, à l'échelle mondiale (Bartlett & Bartlett, 2011). Le Maroc, pays arabo-musulman, en voie de développement, n'échappe pas à ce phénomène. Les salariés marocains souffrent du harcèlement moral au travail (HMT), sous la pression de l'environnement social et économique et sous le silence du législateur. D'importantes améliorations ont été faites au niveau du code du travail marocain, au cours des dernières années. Elles visent à concilier performance des entreprises et conditions de travail des salariés. Néanmoins, le phénomène du HMT demeure largement ignoré ou omis par le management, la législation, mais aussi parla recherche scientifique (Esserdi et al., 2018b). A travers cette étude exploratoire (quantitative et qualitative), nous visons à mettre en avant l'impact du HMT sur la santé des Travailleurs sociaux (TS). Nos premiers résultats mettent en évidence une souffrance particulièrement marquée, que nous proposons d'explorer par des éléments contextuels relatifs à la culture marocaine. Abstract The expression "moral harassment"