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İnsan Kaynakları Yönetimi Profesyonellerinin İş Ortamındaki Zorbalık Davranışlarına Dair Perspektifleri: Zorbalığın Tanımı, Nedenleri ve Sonuçları

Yıl 2015, Cilt: 4 Sayı: 47, 237 - 274, 01.01.2015

Öz

İşletmelerde psikolojik yıldırma ve zorbalık, iş ortamında çalışan-eşitler-yöneticiler arasında sergilenen ve bir tarafın saf dışı bırakılması amacını güden çeşitli kötü muamele davranışlarını içeren bir süreç olarak tanımlanabilir. Bu makale, global bir proje kapsamında Türkiye örnekleminden toplanan nitel veriden elde edilen bulguları sunmakta, zorbalığın tanımını insan kaynakları yönetimi alanında çalışan profesyonellerin IK profesyonelleri gözünden vermektedir. Nitel araştırma tekniklerinin kullanıldığı bu çalışmaya göre, IK profesyonelleri zorbalığı, söylenti çıkarmak, kişiyi değersiz hissettirmek gibi davranışlar yoluyla mağduru işini yapamaz hale getirmeyi ve kendiliğinden çalıştığı kurumu, bölümü ya da işi bırakmasını hedefleyen davranışlar olarak görmektedir. Ağırlıklı olarak yöneticiden asta yönelik olarak sergilenmekle birlikte, akranlar arasında ya da asttan üste yönelik olarak da gözlenmektedir. Bu makale, Türkiye’de iş ortamında zorbalığın nasıl tanımlandığını, hangi tetikleyicilere bağlı olarak ortaya çıktığını ve ne tür sonuçlar doğurduğunu nitel veriye dayalı olarak sunmaktadır

Kaynakça

  • Adams, A. (1992) “Holding against workplace harassment and bullying”, Personnel Management, 24, 38–50.
  • Agervold, M. (2009) “The significance of organisational factors for the incidence of bullying”, Scandinavian Journal of Psychology, 50(3), 267-276.
  • Akgeyik, T., Güngör, M., Uşen, E. ve Omay, U. (2006) “İşyerinde Psikolojik Taciz: Bankacılık Sektörüne İlişkin Bir Araştırma”, İstanbul Üniversitesi İktisat Fakültesi Mecmuası, 56, 1-54.
  • Ashfort, B. (1994) “Petty tyranny in organizations”, Human Relations, 47, 755– 778.
  • Baron, R. A. ve Neuman, J. H. (1996) “Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes”, Aggressive Behavior, 22, 161–173.
  • Baillien, E., De Cuyper, N., ve De Witte, H. (2011) “Job autonomy and workload as antecedents of workplace bullying: A two-wave test of Karasek’s Job Demand Control Model for targets and perpetrators”, Journal of Occupational and Organizational Psychology, 84, 191–208.
  • Baillien, E., Neyens, I., De Witte, H. ve De Cuyper, N. (2009) “A Qualitative Study on the Development of Workplace Bullying: Towards a Three Way Model”, Journal of Community and Applied Social Psychology, 19, 1– 16.
  • Bakker, A. B. ve Demerouti, E. (2007) “The job demands-resources model: State of the art”, Journal of Managerial Psychology, 22, 309-328.
  • Bassmann, E. S. (1992) Abuse in the workplace: Management remedies and bottom line impact, Westport, CT: Quorum Books.
  • Bilgel, N., Aytac, S. ve Bayram, N. (2006). “Bullying in Turkish white-collar workers”, Organizational Medicine, 56, 226–231.
  • Bowling, N. A., ve Beehr, T. A. (2006) “Workplace harassment from the victim’s perspective: A theoretical model and meta-analysis”, Journal of Applied Psychology, 91, 998–1012.
  • Branch, S., Ramsay,S. ve Barker,M. (2013) “Workplace Bullying, Mobbing and General Harassment: A Review”, International Journal of Management Reviews, 15, 280–299.
  • Brodsky, C. M. (1976) The harassed worker, Toronto, ON:Lexington Books.
  • Ciby, M. ve Raya, R.P. (2014) “Exploring Victims' Experiences of Workplace Bullying: A Grounded Theory Approach”, Vikalpa: The Journal for Decision Makers, 39, 69-81.
  • Cilliers, F. (2012) “A systems psychodynamic description of organisational bullying experiences”, SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 38(2), 994-1005.
  • Cowan, R. L. (2009) “Rocking the Boat” and “Continuing To Fight”: Un/Productive Episodes and the Problem of Workplace Bullying”, Human Communication, 12, 283-302.
  • Cowan, R. L. (2011). “Yes, we have an anti-bullying policy, but…”: HR professionals’ understandings and experiences with workplace bullying policy”, Communication Studies, 62, 307-327.
  • Cowan, R. L. (2012) “It’s complicated: Defining workplace bullying from the human resource professional’s perspective”, Management Communication Quarterly, 26, 377-403.
  • Cowan, R. L. (2013) “**it Rolls Downhill” and Other Attributions for Why Adult Bullying Happens in Organizations From the Human Resource Professional's Perspective”, Qualitative Research Reports in Communication, 14, 97-104,
  • Cowan, R. L. ve Salin, D. (2015) “Human Resource Professionals' Perceptions of Workplace Bullying from Across the Globe”, 75th Annual Meeting of the Academy of Management, 7-11 Ağustos, Kanada, British Colombia, Vancouver.
  • D’Cruz, P. ve Noronha, E. (2010) “Protecting my interests: HRM and targets’ coping with workplace bullying”, The Qualitative Report, 15, 507-534.
  • Einarsen, S. (2000) “Harassment and bullying at work: A review of the Scandinavian approach”, Aggression and Violent Behavior, 5, 379-401.
  • Harrington, S., Rayner, C. ve Warren, S. (2012) “Too hot to handle? Trust and human resource practitioners' implementation of anti-bullying policy”, Human Resource Management Journal, 22, 392-408.
  • Hauge, L. J., Skogstad, A., ve Einarsen, S. (2007) “Relationships between stressful work environments and bullying: Results of a large representative study”,Work & Stress:An International Journal of Work, Health & Organisations, 21(3), 220-242.
  • Hauge, L.J, Skogstad, A. ve Einarsen, S. (2009) “Individual and situational predictors of workplace bullying: Why do perpetrators engage in the bullying of others?”, Work and Stress, 23 (4), 349-358.
  • Hershcovis, M.S. ve Barling, J. (2010) “Towards a multi-foci approach to workplace aggression: A meta-analytic review of outcomes from different perpetrators”, Journal of Organizational Behavior, 31, 24–44.
  • Hershcovis, M.S. (2011) ‘‘Incivility, social undermining, bullying. . .oh my!’’: A call to reconcile constructs within workplace aggression research”, Journal of Organizational Behavior, 32, 499–519.
  • Hoel, H., Glaso, L., Hetland, J., Cooper, C. L., ve Einarsen, S. (2010) “Leadership styles as predictors of self-reported and observed workplace bullying”, British Journal of Management, 21(2), 453-468.
  • Işık, İ. (2015) “HRM Professionals’ Perceptions of Workplace Bullying in the Cultural Context of Turkey”, 75th Annual Meeting of the Academy of Management, 7-11 Ağustos, Kanada, British Colombia, Vancouver.
  • Jenkins, M. F., Zapf, D., Winefield, H. ve Sarris, A. (2012) “Bullying Allegations from the Accused”, British Journal of Management, 23, 489-501.
  • Jensen, J.M., Patel, P.C., ve Raver, J.L. (2014) “Is it Better to Be Average? High and Low Performance as Predictors of Employee Victimization”, Journal of Applied Psychology, 99, 296–309.
  • Karatuna, I. (2015) “Targets’ coping with workplace bullying: a qualitative study”, Qualitative Research in Organizations and Management: An International Journal, 10, 21 – 37
  • Karasek, R. A. (1979) “Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign”, Administrative Science Quarterly, 24 (2), 285-308.
  • Keashly, L., Trott, V., ve MacLean, L. M. (1994) “Abusive behavior in the workplace: A preliminary investigation”, Violence and Victims, 9, 341– 357.
  • Leymann, H. (1990) “Mobbing and psychological terror at workplaces”, Violence and Victims, 5, 119–126.
  • Leymann, H. (1996) “The content and development of mobbing at work”, European Journal of Work and Organizational Psychology, 5, 165–184.
  • Lutgen-Sandvik, P. ve Tracy, S.J. (2012) “Answering five key questions about workplace bullying: How communication scholarship provides thought leadership for transforming abuse at work”, Management Communication Quarterly, 26, 3–47.
  • Moreno-Jiménez, B., Rodríguez-Muñoz, A., Pastor, J.C., Sanz-Vergel, A.I. ve Garrosa, E. (2009) “The moderating effects of psychological detachment and thoughts of revenge in workplace bullying”, Personality and Individual Differences, 46, 359-364.
  • Niedl, K. (1995) Mobbing/bullying in the workplace. Munich: Rainer Hampp. Nielsen, M.B. ve Einarsen, S. (2012) “Outcomes of exposure to workplace bullying: A meta-analytic review”, Work ve Stress, 26, 309-332.
  • Öcel, H. (2011) “İşyeri Zorbalıgı ve Fiziksel Rahatsızlık Belirtiteri: Adil Dünya İnancının Düzenleyici Rolü”, Türk Psikoloji Dergisi, 26, 76-89.
  • Öcel, H. and Aydın, O. (2010) “Adil Dünya İnancı ve Cinsiyetin Üretim Karşıtı İş Davranışları Üzerindeki Etkisi”, Türk Psikoloji Dergisi 25, 73-83.
  • Parzefall, M. ve Salin, D. (2010) “Perceptions of and reactions to workplace bullying: A social exchange perspective”, Human Relations, 63, 761-780.
  • Pilch, I. ve Turska, E. (2015) “Relationships Between Machiavellianism, Organizational Culture, and Workplace Bullying: Emotional Abuse from the Target's and the Perpetrator's Perspective”, Journal of Business Ethics, 128, 83-93
  • Robinson, S.L. ve Bennett, R.J. (1995) “A typology of deviant workplace behaviors: A multidimensional scaling study”, Academy of Management Journal, 38, 555-572.
  • Salin, D. (2008) “The prevention of workplace bullying as a question of human resource management: Measures adopted and underlying organizational factors”, Scandinavian Journal of Management, 24 (3), 221-231.
  • Salin, D. (2009) “Organisational responses to workplace harassment: an exploratory study”, Personnel Review, 38, 26-44.
  • Salin, D. (2011) “The significance of gender for third parties’ perceptions of negative interpersonal behaviour: labelling and explaining negative acts”, Gender, Work, and Organization, 18, 571–591
  • Sedivy-Benton, A., Strohschen, G., Cavazos, N. ve Boden-McGill, C. (2015) “Good ol' boys, mean girls, and tyrants: a phenomenological study of the lived experiences and survival strategies of bullied women adult educators”, Adult Learning, 26, 35-41.
  • Spector, P.E. ve Fox, S. (2005) “The stressor-emotion model of counterproductive work Behavior”, S. Fox ve P. E. Spector (der.) Counterproductive behavior. Investigations of actors and targets içinde, Washington, DC: American Psychological Association, 151-174.
  • Taşkın, A. (2015) “İşyerinde Mobbingin Ceza Hukuku Bakımından Değerlendirilmesi”, Çalışma ve Toplum, 1, 221- 258.
  • Tepper, B. J., ve Henle, C. A. (2011) “A case for recognizing distinctions among constructs that capture interpersonal mistreatment in work organizations”, Journal of Organizational Behavior, 32, 487– 498.
  • Van den Broeck, A., Baillien, E. ve De Witte, H. (2011) “Workplace bullying: A perspective from the Job Demands-Resources model”, SA Journal of Industrial Psychology/ SATydskrif vir Bedryfsielkunde, 37, 879-891.
  • Yang, L., Caughlin, D.E., Gazica, M.W., Tuxillo, D.M. ve Spector, P.E. (2014) “Workplace Mistreatment Climate and Potential Employee and Organizational Outcomes: A Meta-Analytic Review From the Target’s Perspective”, Journal of Occupational Health Psychology, 19, 315–335.
  • Yenal, M. (2002) “İşyerinde terör var”, Yenibir. http://hurarsiv.hurriyet.com.tr/goster/haber.aspx?id=69676 (5.9.2015)
  • Yücetürk, E.E. (2012) “İşyerlerindeki Yıldırma Eylemlerini Önlenmede Sendikaların Rolü”, Çalışma ve Toplum, 35, 41-72.
  • Wilson, C. B. (1991) “U.S. businesses suffer from workplace trauma”, Personnel Journal, 70, 47–50.
  • Zapf, D. (1999) “Organisational, work group related and personal causes of mobbing/bullying at work”, International Journal of Manpower, 20(1), 70 - 85.

Human Resources Management Professionals’ Perspectives on Bullying Behaviors at Work Settings: Definition, Antecedents and Consequences of Workplace Bullying

Yıl 2015, Cilt: 4 Sayı: 47, 237 - 274, 01.01.2015

Öz

Mobbing and bullying occurs at work settings among the subordinates, managers, and peers with the aim to discard one party by showing various mistreatments toward the targeted individual. This study presents the findings from the qualitative data collected in Turkey as part of a global project and brings the definition of workplace bullying from the perspectives of human resources management professionals HR professionals . According to this qualitative study, HR professionals perceive the bullying as the collection of behaviors like spreading misinformation about someone, devaluing etc. that are used so that the victim is disabled to perform well and as a result he or she is led to leave the job, department or organization by his/her own intention. Mainly it occurs from the manager toward the subordinate even if it is also experienced among the peers or upward. The article identifies how the bullying at work is defined, which antecedents trigger it, and what consequences are generated in the work settings of Turkey based on using the qualitative data

Kaynakça

  • Adams, A. (1992) “Holding against workplace harassment and bullying”, Personnel Management, 24, 38–50.
  • Agervold, M. (2009) “The significance of organisational factors for the incidence of bullying”, Scandinavian Journal of Psychology, 50(3), 267-276.
  • Akgeyik, T., Güngör, M., Uşen, E. ve Omay, U. (2006) “İşyerinde Psikolojik Taciz: Bankacılık Sektörüne İlişkin Bir Araştırma”, İstanbul Üniversitesi İktisat Fakültesi Mecmuası, 56, 1-54.
  • Ashfort, B. (1994) “Petty tyranny in organizations”, Human Relations, 47, 755– 778.
  • Baron, R. A. ve Neuman, J. H. (1996) “Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes”, Aggressive Behavior, 22, 161–173.
  • Baillien, E., De Cuyper, N., ve De Witte, H. (2011) “Job autonomy and workload as antecedents of workplace bullying: A two-wave test of Karasek’s Job Demand Control Model for targets and perpetrators”, Journal of Occupational and Organizational Psychology, 84, 191–208.
  • Baillien, E., Neyens, I., De Witte, H. ve De Cuyper, N. (2009) “A Qualitative Study on the Development of Workplace Bullying: Towards a Three Way Model”, Journal of Community and Applied Social Psychology, 19, 1– 16.
  • Bakker, A. B. ve Demerouti, E. (2007) “The job demands-resources model: State of the art”, Journal of Managerial Psychology, 22, 309-328.
  • Bassmann, E. S. (1992) Abuse in the workplace: Management remedies and bottom line impact, Westport, CT: Quorum Books.
  • Bilgel, N., Aytac, S. ve Bayram, N. (2006). “Bullying in Turkish white-collar workers”, Organizational Medicine, 56, 226–231.
  • Bowling, N. A., ve Beehr, T. A. (2006) “Workplace harassment from the victim’s perspective: A theoretical model and meta-analysis”, Journal of Applied Psychology, 91, 998–1012.
  • Branch, S., Ramsay,S. ve Barker,M. (2013) “Workplace Bullying, Mobbing and General Harassment: A Review”, International Journal of Management Reviews, 15, 280–299.
  • Brodsky, C. M. (1976) The harassed worker, Toronto, ON:Lexington Books.
  • Ciby, M. ve Raya, R.P. (2014) “Exploring Victims' Experiences of Workplace Bullying: A Grounded Theory Approach”, Vikalpa: The Journal for Decision Makers, 39, 69-81.
  • Cilliers, F. (2012) “A systems psychodynamic description of organisational bullying experiences”, SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 38(2), 994-1005.
  • Cowan, R. L. (2009) “Rocking the Boat” and “Continuing To Fight”: Un/Productive Episodes and the Problem of Workplace Bullying”, Human Communication, 12, 283-302.
  • Cowan, R. L. (2011). “Yes, we have an anti-bullying policy, but…”: HR professionals’ understandings and experiences with workplace bullying policy”, Communication Studies, 62, 307-327.
  • Cowan, R. L. (2012) “It’s complicated: Defining workplace bullying from the human resource professional’s perspective”, Management Communication Quarterly, 26, 377-403.
  • Cowan, R. L. (2013) “**it Rolls Downhill” and Other Attributions for Why Adult Bullying Happens in Organizations From the Human Resource Professional's Perspective”, Qualitative Research Reports in Communication, 14, 97-104,
  • Cowan, R. L. ve Salin, D. (2015) “Human Resource Professionals' Perceptions of Workplace Bullying from Across the Globe”, 75th Annual Meeting of the Academy of Management, 7-11 Ağustos, Kanada, British Colombia, Vancouver.
  • D’Cruz, P. ve Noronha, E. (2010) “Protecting my interests: HRM and targets’ coping with workplace bullying”, The Qualitative Report, 15, 507-534.
  • Einarsen, S. (2000) “Harassment and bullying at work: A review of the Scandinavian approach”, Aggression and Violent Behavior, 5, 379-401.
  • Harrington, S., Rayner, C. ve Warren, S. (2012) “Too hot to handle? Trust and human resource practitioners' implementation of anti-bullying policy”, Human Resource Management Journal, 22, 392-408.
  • Hauge, L. J., Skogstad, A., ve Einarsen, S. (2007) “Relationships between stressful work environments and bullying: Results of a large representative study”,Work & Stress:An International Journal of Work, Health & Organisations, 21(3), 220-242.
  • Hauge, L.J, Skogstad, A. ve Einarsen, S. (2009) “Individual and situational predictors of workplace bullying: Why do perpetrators engage in the bullying of others?”, Work and Stress, 23 (4), 349-358.
  • Hershcovis, M.S. ve Barling, J. (2010) “Towards a multi-foci approach to workplace aggression: A meta-analytic review of outcomes from different perpetrators”, Journal of Organizational Behavior, 31, 24–44.
  • Hershcovis, M.S. (2011) ‘‘Incivility, social undermining, bullying. . .oh my!’’: A call to reconcile constructs within workplace aggression research”, Journal of Organizational Behavior, 32, 499–519.
  • Hoel, H., Glaso, L., Hetland, J., Cooper, C. L., ve Einarsen, S. (2010) “Leadership styles as predictors of self-reported and observed workplace bullying”, British Journal of Management, 21(2), 453-468.
  • Işık, İ. (2015) “HRM Professionals’ Perceptions of Workplace Bullying in the Cultural Context of Turkey”, 75th Annual Meeting of the Academy of Management, 7-11 Ağustos, Kanada, British Colombia, Vancouver.
  • Jenkins, M. F., Zapf, D., Winefield, H. ve Sarris, A. (2012) “Bullying Allegations from the Accused”, British Journal of Management, 23, 489-501.
  • Jensen, J.M., Patel, P.C., ve Raver, J.L. (2014) “Is it Better to Be Average? High and Low Performance as Predictors of Employee Victimization”, Journal of Applied Psychology, 99, 296–309.
  • Karatuna, I. (2015) “Targets’ coping with workplace bullying: a qualitative study”, Qualitative Research in Organizations and Management: An International Journal, 10, 21 – 37
  • Karasek, R. A. (1979) “Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign”, Administrative Science Quarterly, 24 (2), 285-308.
  • Keashly, L., Trott, V., ve MacLean, L. M. (1994) “Abusive behavior in the workplace: A preliminary investigation”, Violence and Victims, 9, 341– 357.
  • Leymann, H. (1990) “Mobbing and psychological terror at workplaces”, Violence and Victims, 5, 119–126.
  • Leymann, H. (1996) “The content and development of mobbing at work”, European Journal of Work and Organizational Psychology, 5, 165–184.
  • Lutgen-Sandvik, P. ve Tracy, S.J. (2012) “Answering five key questions about workplace bullying: How communication scholarship provides thought leadership for transforming abuse at work”, Management Communication Quarterly, 26, 3–47.
  • Moreno-Jiménez, B., Rodríguez-Muñoz, A., Pastor, J.C., Sanz-Vergel, A.I. ve Garrosa, E. (2009) “The moderating effects of psychological detachment and thoughts of revenge in workplace bullying”, Personality and Individual Differences, 46, 359-364.
  • Niedl, K. (1995) Mobbing/bullying in the workplace. Munich: Rainer Hampp. Nielsen, M.B. ve Einarsen, S. (2012) “Outcomes of exposure to workplace bullying: A meta-analytic review”, Work ve Stress, 26, 309-332.
  • Öcel, H. (2011) “İşyeri Zorbalıgı ve Fiziksel Rahatsızlık Belirtiteri: Adil Dünya İnancının Düzenleyici Rolü”, Türk Psikoloji Dergisi, 26, 76-89.
  • Öcel, H. and Aydın, O. (2010) “Adil Dünya İnancı ve Cinsiyetin Üretim Karşıtı İş Davranışları Üzerindeki Etkisi”, Türk Psikoloji Dergisi 25, 73-83.
  • Parzefall, M. ve Salin, D. (2010) “Perceptions of and reactions to workplace bullying: A social exchange perspective”, Human Relations, 63, 761-780.
  • Pilch, I. ve Turska, E. (2015) “Relationships Between Machiavellianism, Organizational Culture, and Workplace Bullying: Emotional Abuse from the Target's and the Perpetrator's Perspective”, Journal of Business Ethics, 128, 83-93
  • Robinson, S.L. ve Bennett, R.J. (1995) “A typology of deviant workplace behaviors: A multidimensional scaling study”, Academy of Management Journal, 38, 555-572.
  • Salin, D. (2008) “The prevention of workplace bullying as a question of human resource management: Measures adopted and underlying organizational factors”, Scandinavian Journal of Management, 24 (3), 221-231.
  • Salin, D. (2009) “Organisational responses to workplace harassment: an exploratory study”, Personnel Review, 38, 26-44.
  • Salin, D. (2011) “The significance of gender for third parties’ perceptions of negative interpersonal behaviour: labelling and explaining negative acts”, Gender, Work, and Organization, 18, 571–591
  • Sedivy-Benton, A., Strohschen, G., Cavazos, N. ve Boden-McGill, C. (2015) “Good ol' boys, mean girls, and tyrants: a phenomenological study of the lived experiences and survival strategies of bullied women adult educators”, Adult Learning, 26, 35-41.
  • Spector, P.E. ve Fox, S. (2005) “The stressor-emotion model of counterproductive work Behavior”, S. Fox ve P. E. Spector (der.) Counterproductive behavior. Investigations of actors and targets içinde, Washington, DC: American Psychological Association, 151-174.
  • Taşkın, A. (2015) “İşyerinde Mobbingin Ceza Hukuku Bakımından Değerlendirilmesi”, Çalışma ve Toplum, 1, 221- 258.
  • Tepper, B. J., ve Henle, C. A. (2011) “A case for recognizing distinctions among constructs that capture interpersonal mistreatment in work organizations”, Journal of Organizational Behavior, 32, 487– 498.
  • Van den Broeck, A., Baillien, E. ve De Witte, H. (2011) “Workplace bullying: A perspective from the Job Demands-Resources model”, SA Journal of Industrial Psychology/ SATydskrif vir Bedryfsielkunde, 37, 879-891.
  • Yang, L., Caughlin, D.E., Gazica, M.W., Tuxillo, D.M. ve Spector, P.E. (2014) “Workplace Mistreatment Climate and Potential Employee and Organizational Outcomes: A Meta-Analytic Review From the Target’s Perspective”, Journal of Occupational Health Psychology, 19, 315–335.
  • Yenal, M. (2002) “İşyerinde terör var”, Yenibir. http://hurarsiv.hurriyet.com.tr/goster/haber.aspx?id=69676 (5.9.2015)
  • Yücetürk, E.E. (2012) “İşyerlerindeki Yıldırma Eylemlerini Önlenmede Sendikaların Rolü”, Çalışma ve Toplum, 35, 41-72.
  • Wilson, C. B. (1991) “U.S. businesses suffer from workplace trauma”, Personnel Journal, 70, 47–50.
  • Zapf, D. (1999) “Organisational, work group related and personal causes of mobbing/bullying at work”, International Journal of Manpower, 20(1), 70 - 85.
Toplam 57 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Araştırma Makalesi
Yazarlar

İdil Işık Bu kişi benim

Yayımlanma Tarihi 1 Ocak 2015
Yayımlandığı Sayı Yıl 2015 Cilt: 4 Sayı: 47

Kaynak Göster

APA Işık, İ. (2015). İnsan Kaynakları Yönetimi Profesyonellerinin İş Ortamındaki Zorbalık Davranışlarına Dair Perspektifleri: Zorbalığın Tanımı, Nedenleri ve Sonuçları. Çalışma Ve Toplum, 4(47), 237-274.
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