Relação entre mobbing e stress em contexto organizacional português
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2021
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A questão do assédio moral no trabalho, embora seja um problema antigo, é ainda delicado
de abordar. É em 1996 que Leymann o define como sendo um conjunto de problemas hostis,
constantes e persistentes contra um ou mais sujeitos numa analogia entre agressor e vítima,
que é responsável por um ambiente de trabalho desagradável e incómodo.
O objeto de estudo é o mobbing nas organizações portuguesas, para tentar concluir a
incidência e frequência dos casos de assédio junto dos trabalhadores, analisar tipos, causas e
consequências das agressões e avaliar se existe alguma relação entre o mobbing e a
vulnerabilidade ao stress.
Para alcançar os objetivos propostos, o trabalho foi organizado em duas partes: na primeira
parte é feito o enquadramento teórico, começando pelo conceito do mobbing, diferenças
entre bullying e mobbing, tipos, fases, causas, consequências, perfis do agressor e da vítima. É
ainda feito um enquadramento legal da questão.
Na segunda parte é apresentado uma metodologia quantitativa, onde são revelados os
resultados obtidos junto de uma amostra de 72 profissionais.
Os resultados obtidos permitiram concluir que:
Questões como o equilíbrio entre a vida profissional e pessoal e segurança são aspetos
muitos importantes para os colaboradores;
Apesar de presenciarem alguns comportamentos negativos no local de trabalho, a maior
parte dos colaboradores afirma nunca terem sofrido ameaças tanto físicas como verbais;
Cerca de 69% dos inquiridos afirmam nunca terem sido vítimas de qualquer tipo de
comportamento negativo no local de trabalho;
Os colaboradores não apresentam situações de mobbing no trabalho, mas apresentam
quadros de depressão leve e estão vulneráveis ao stress;
Quanto melhor é o relacionamento entre colegas, menor a ocorrência de assédio;
As vítimas de mobbing estão mais sujeitas a níveis de stress mais elevado.
Em suma, podemos afirmar que, apesar de alguns colaboradores verificarem
comportamentos de mobbing no local de trabalho, estes não são significativos; os inquiridos
apresentam quadros de depressão leve e são vulneráveis ao stress; em geral os profissionais encontram-se satisfeitos no local de trabalho, em particular com as relações que criam entre
si; são as mulheres quem mais sofre com casos de assédio nas empresas.
The issue of bullying at work, while an old problem, is still delicate to address. It is in 1996 that Leymann defines it as a set of hostile, constant and persistent problems against one or more subjects in an analogy between aggressor and victim, who is responsible for an unpleasant and uncomfortable work environment. The object of study is mobbing in Portuguese organizations, in order to try to conclude the incidence and frequency of harassment cases among workers, analyze the types, causes and consequences of aggressions and assess whether there is any relationship between mobbing and vulnerability to stress. To achieve the proposed objectives, the work was organized in two parts: in the first part the theoretical framework is made, starting with the concept of mobbing, differences between bullying and mobbing, types, phases, causes, consequences, profiles of the aggressor and the victim. A legal framework for the issue is also made. In the second part, a quantitative methodology is presented, in which the results obtained from a sample of 72 professionals are revealed. The results obtained allowed us to conclude that: Issues such as the balance between professional and personal life and security are very important aspects for employees; Despite witnessing some negative behaviors in the workplace, most employees say they have never suffered threats, both physical and verbal; About 69% of respondents say they have never been the victim of any type of negative behavior in the workplace; Employees do not have mobbing situations at work, but they have conditions of mild depression and are vulnerable to stress; The better the relationship between colleagues, the less harassment occurs; Mobbing victims are more prone to higher stress levels. In short, we can say that, although some employees see mobbing behaviors in the workplace, these are not significant; respondents have mild depression and are vulnerable to stress; in general, professionals are satisfied in the workplace, in particular with the relationships they create with each other; it is women who suffer most from harassment cases in companies.
The issue of bullying at work, while an old problem, is still delicate to address. It is in 1996 that Leymann defines it as a set of hostile, constant and persistent problems against one or more subjects in an analogy between aggressor and victim, who is responsible for an unpleasant and uncomfortable work environment. The object of study is mobbing in Portuguese organizations, in order to try to conclude the incidence and frequency of harassment cases among workers, analyze the types, causes and consequences of aggressions and assess whether there is any relationship between mobbing and vulnerability to stress. To achieve the proposed objectives, the work was organized in two parts: in the first part the theoretical framework is made, starting with the concept of mobbing, differences between bullying and mobbing, types, phases, causes, consequences, profiles of the aggressor and the victim. A legal framework for the issue is also made. In the second part, a quantitative methodology is presented, in which the results obtained from a sample of 72 professionals are revealed. The results obtained allowed us to conclude that: Issues such as the balance between professional and personal life and security are very important aspects for employees; Despite witnessing some negative behaviors in the workplace, most employees say they have never suffered threats, both physical and verbal; About 69% of respondents say they have never been the victim of any type of negative behavior in the workplace; Employees do not have mobbing situations at work, but they have conditions of mild depression and are vulnerable to stress; The better the relationship between colleagues, the less harassment occurs; Mobbing victims are more prone to higher stress levels. In short, we can say that, although some employees see mobbing behaviors in the workplace, these are not significant; respondents have mild depression and are vulnerable to stress; in general, professionals are satisfied in the workplace, in particular with the relationships they create with each other; it is women who suffer most from harassment cases in companies.
Descrição
Orientação: Carla Marisa Rebelo de Magalhães
Palavras-chave
MESTRADO EM GESTÃO, GESTÃO, MOBBING, STRESS, AGRESSÃO, VITIMAÇÃO, MANAGEMENT, AGRESSION, VICTIMISATION