The frequency of violent acts and stress related to them point out the strong need for the development of preventive programs to address the issue of violence at work.

Objectives: The aim of the study was to evaluate the consequences of the exposure to workplace aggression from coworkers and clients. Materials and Methods: Participants belonged to two professional groups: nurses (N = 1163) and public service workers (N = 391). Aggression from coworkers and clients/patients was analysed separately. Several multiple regression models were tested to assess the effect of work-related aggression experienced by the subjects on their job satisfaction, professional functioning and mental health status. The frequency and type of violent behaviours against employee was measured by Exposure to Workplace Aggression Questionnaire (EWAQ), level of burnout was determined by Maslach Burnout Inventory (MBI), mental health status by General Health Questionnaire (GHQ-28), and the level of work satisfaction was measured by 22-items survey, developed at NIOM Work Psychology Department. In the regression models, several possible confounders were controlled (sex, age, individual direct reaction to aggressive act, and physical health status). Results: Results of our study point to adverse consequences of exposure to aggression at workplace, irrespective of its source. Employees experiencing workplace aggression are less satisfied with work, show symptoms of burnout, and their general health is poorer. Conclusion: We assume that aggression towards coworkers by peers and supervisors, as the phenomenon reflecting quality of long term interpersonal relationships, may affect health and functioning of workers stronger than a single incident in the short term contacts with clients. Aggression from clients usually results in compassion of peers, and it is perceived as the organisational problem that should be solved. On the contrary, dealing with an aggressive coworker usually is perceived as employee's own business and results in the sense of unfairness and isolation.

Aim of the studyThe following research is aimed at determining the effect of yoga on the quality of life of women after breast cancer surgery.Material and methodsA 10-week yoga programme included 90-minute yoga lessons once a week. To estimate the quality of life, questionnaires developed by the European Organisation for Research and Treatment of Cancer (QLQ-C30 and QLQ-BR23) were used. An experimental group consisted of 12 women who practised yoga, a control group – of 16 women who did not. Between groups there were no differences in age, time from operation and characteristics associated with disease, treatment and participation in rehabilitation.ResultsOur results revealed an improvement of general health and quality of life, physical and social functioning as well as a reduction of difficulties in daily activities among exercising women. Also their future prospects enhanced – they worried less about their health than they used to before participating in the programme. As compared to baseline, among exercising women, fatigue, dyspnoea and discomfort (pain, swelling, sensitivity) in the arm and breast on the operated side decreased.ConclusionsParticipation in the exercising programme resulted in an improvement of physical functioning, reduction of fatigue, dyspnoea, and discomfort in the area of the breast and arm on the operated side. Based on our results and those obtained in foreign studies, we conclude that rehabilitation with the use of yoga practice improves the quality of life of the patients after breast cancer surgery. However, we recommend further research on this issue in Poland.

Objectve: Person-Environment fit (P-E fit) paradigm, seems to be especially useful in explaining phenomena related to work attitudes and occupational health. The study explores the relationship between a specific facet of P-E fit as PersonOrganization fit (P-O fit) and health. Materials and Methods: Research was conducted on the random sample of 600 employees. Person-Organization Fit Questionnaire was used to asses the level of Person-Organization fit; mental health status was measured by General Health Questionnaire (GHQ-28); and items from Work Ability Index allowed for evaluation of somatic health. Data was analyzed using non parametric statistical tests. The predictive value of P-O fit for various aspects of health was checked by means of linear regression models. Results: A comparison between the groups distinguished on the basis of their somatic and mental health indicators showed significant differences in the level of overall P-O fit (χ2 = 23.178; p < 0.001) and its subdimensions: for complementary fit (χ2 = 29.272; p < 0.001), supplementary fit (χ2 = 23.059; p < 0.001), and identification with organization (χ2 = 8.688; p = 0.034). From the perspective of mental health, supplementary P-O fit seems to be important for men's well-being and explains almost 9% of variance in GHQ-28 scores, while in women, complementary fit (5% explained variance in women's GHQ score) and identification with organization (1% explained variance in GHQ score) are significant predictors of mental well-being. Interestingly, better supplementary and complementary fit are related to better mental health, but stronger identification with organization in women produces adverse effect on their mental health. Conclusions: The results show that obtaining the optimal level of P-O fit can be beneficial not only for the organization (e.g. lower turnover, better work effectiveness and commitment), but also for the employees themselves. Optimal level of P-O fit can be considered as a factor maintaining workers' health. However, prospective research is needed to confirm the results obtained in this exploratory study.

Background: The results of our research broaden the knowledge concerning the correlates of mobbing. The study is aimed at finding out whether an employee's gender, his/her occupational position and level of occupational stress are related to bullying experience. Material and Methods: 1313 employees of a transport company participated in the study. The relationships between gender, occupational position, the level of stress and bullying were analysed. Bullying was measured by the use of the MDM Questionnaire, while work environment was assessed using the Subjective Assessment of Work Questionnaire. Results: It was found that women were generally more exposed to bullying than men (Z =-1.999; p < 0.05). Women experienced more bullying by their colleagues than men did (Z =-2.712; p < 0.01), in particular: bullying by colleagues that destroys the worker's image (Z =-2.922; p < 0.01) and bullying by colleagues that destroys social relations (Z =-3.004; p < 0.01). Individuals with managerial jobs experienced overall bullying (Z =-2.762; p < 0.01), bullying by colleagues (Z =-0.014; p < 0.05) and bullying by colleagues that destroys social relations (Z =-2.260; p < 0.05) more often than the individuals with non-management positions. The results of the study also indicated that employees with higher level of stress in comparison with less stressed co-workers reported more incidents of bullying behaviour (overall bullying-Z =-8.171; p < 0.001, bullying by colleagues-Z =-7.114; p < 0.001, bullying by supervisors-Z =-6.716; p < 0.001, all types of behaviour-p < 0.001). Conclusions: Comparing the results of our study to the previous research, it seems that the pattern of relationships between individual characteristics and bullying is rooted in the wider cultural context, the specificity of the company, its organisational culture as well as its situation. Therefore it's difficult to talk about irrefutable individual correlates of bullying at work.