Mobbing’in kişisel ve örgütsel etkileri
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Dosyalar
Tarih
2016
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
Trakya Üniversitesi Sosyal Bilimler Enstitüsü
Erişim Hakkı
info:eu-repo/semantics/restrictedAccess
Özet
Mobbing kavramı ilk olarak 1960’lı yıllarda hayvan davranışları üzerine incelemeler yapan Avusturyalı bilim adamı Konrad Lorenz tarafından kullanılmıştır. Çalışma psikolojisi terminolojisine girişi ise 1980’lerde İsveç’te Prof. Heinz Leymann’ın araştırmaları ile gerçekleşmiştir.Örgütlerde çalışanlara yönelik oluşan baskı ve zorlama olarak ifade edilen Mobbing hem çalışanlar hem de örgütler açısından tüm dünyada birçok olumsuz sonuçlar yaratmaktadır. Mobbing’in yaşandığı örgütlerde; çalışanlarda işten ayrılma niyetinin oluştuğu, örgütsel bağlılıklarının azaldığı ve buna bağlı olarak iş gören devir hızının arttığı bilinmektedir. Ancak çalışanların işyerlerinde karşı karşıya kaldıkları bu eylemlerin etkilerini ortaya çıkarmak oldukça güçtür. Çünkü çalışanlar islerini kaybetmemek ya da toplum içinde utanç verici bir duruma düşmemek için çoğu kez Mobbing’e maruz kaldıklarını gizlemektedirler.Bireysel ve örgütsel hatta toplumsal düzeyde ciddi olumsuz sonuçlar doğurabilen Mobbing olgusunun farkına varılması, nedenlerinin belirlenmesi ve önlemlerin geliştirilmesi oldukça önemlidir. Yapılan çalışma, kavramsal bir çerçevede bu konulara ışık tutmayı amaçlamaktadır.
abstract
The term “mobbing” was first used in 1960s by Konrad Lorenz, who was an Austrian scientist and did research on animal behavior. It was introduced into the terminology of the psychology of working owing to the research done by Prof. Heinz Leymann in 1980s in Sweden.Mobbing, which was defined as the oppression and enforcement towards the employees in the organizations, leads to a number of negative results for both the workers and the organizations. It is known that the employees often intend to quit work, their organizational commitment decreases, and the turnover rate of the wage earners increases if mobbing exists in an organization. However, it is rather difficult to reveal the effects of these actions, which the employees face in workplaces. Because, the employees tend to conceal the fact that they face mobbing so that they will not get fired or feel ashamed in the society.It is very important to accept the existence of mobbing which creates serious negative results individually, organizationally and socially, determine its reasons, and take precautions against it. This study aims to enlighten these issues within a conceptual framework.
abstract
The term “mobbing” was first used in 1960s by Konrad Lorenz, who was an Austrian scientist and did research on animal behavior. It was introduced into the terminology of the psychology of working owing to the research done by Prof. Heinz Leymann in 1980s in Sweden.Mobbing, which was defined as the oppression and enforcement towards the employees in the organizations, leads to a number of negative results for both the workers and the organizations. It is known that the employees often intend to quit work, their organizational commitment decreases, and the turnover rate of the wage earners increases if mobbing exists in an organization. However, it is rather difficult to reveal the effects of these actions, which the employees face in workplaces. Because, the employees tend to conceal the fact that they face mobbing so that they will not get fired or feel ashamed in the society.It is very important to accept the existence of mobbing which creates serious negative results individually, organizationally and socially, determine its reasons, and take precautions against it. This study aims to enlighten these issues within a conceptual framework.
Açıklama
Anahtar Kelimeler
İşyerinde Psikolojik Yıldırma, Duygusal Taciz, İş stresi, Mobbing, Psychological Violence, Workplace Bullying
