Zugl.: Kassel, Univ., Diss., 2007 / Download lizenzpflichtig

Zugl.: Jena, Univ., Diss., 2004 / Hergestellt on demand

Thesis (doctoral)--Universiẗat, Paderborn, 2001.

Zugl.: Åbo, University, Diss., 2008.

My master's degree thesis concerns with bullying in the workplace, which is long-lasting psychological terror of employees. For the bullying in the workplace, there are two specific terms used in Czech language, mobbing and bossing, according to a person, who is causer of bullying in the workpace. If the aggressor is a collegue of a victim of the bullying, we speak about mobbing. If the victim is bullied by his or her boss, we use the term bossing. My thesis is divided into two main parts, the theoretical part with the description of the problem of bulling in the workplace and the research, which was made by question-form. The theoretical part is composed of four chapters. Chapter one deals with bullying in general, its causes and with terminology used for bullying in the workplace. The second chapter describes mobbing, its typical features, causes, phases and illustrates personalities of aggressor and his or her victim. It also makes recommendation for prevention of mobbing, gives advice, how to defend against mobbing and provides examples of typical attacks. This chapter also concentrates on consequences of bullying in the workplace, which can be very serious, because the bullying in the workplace can damage mental condition of the victim, cause the employer material damage and destroy the...

Les situations de harcèlement moral au travail se caractérisent aujourd'hui par une complexité et une diversité qui débordent le cadre strict de sa définition. En outre, elles présentent des liens importants avec les situations de conflits les plus graves. A partir de ce triple constat, cette thèse de doctorat étudie, dans une perspective de psychosociologie clinique, comment les situations de harcèlement moral s'articulent avec les situations d'hyperconflit (concept créé dans ce travail), à l'aide d'un modèle d'analyse original fondé sur la distinction symétrie - complémentarité. A partir d'une quinzaine d'entretiens cliniques, de 100 entretiens de recherches et de 9 entretiens en organisations, elle montre comment s'enchevêtrent des relations de victimisation (type harcèlement) et des situations de conflits (type hyperconflit) pour créer différentes configurations de relations de travail pathogènes.

Zugl.: Linz, Universiẗat, Diss., 2006.

Bremen, Univ., Diss., 2009

Universiẗat, Diss., 2004--Frankfurt (Main).

Zugl.: Gießen, Univ., Diss., 2005