Mobbing in Health Sector: Sample of University Hospital

Somunoğlu, Sinem; Gedik, Ayçin; Kurt, Derya Erol; Eygi, Gökhan; Gebedek, Şayeste; Ilhan, Yasemin; Sağ, Züleyha

doi:10.1177/0972063413489003

Cited by 10 publications

(7 citation statements)

References 3 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…This phenomenon can be observed in all businesses and organisations, both in the private and public sector. Somunoglu et al (2013), define workplace harassment as an ongoing psychological terror inflicted on a particular person by one or more persons. This tactic makes the victim susceptible to feeling helpless and desperate.…”

Section: Resultsmentioning

confidence: 99%

Mobbing In The Workplace : A Literature Review

Vaxevani

Ioannis

Fani

et al. 2021

JSSR

View full text Add to dashboard Cite

Aim.: Τo investigate the Mobbing phenomenon in the workplace, Material And Methods: We investigated the Mobbing by reviewing previous international research over mobbing. The research material was accumulated after thoroughly examining former studies and reviewing the existing literature, as it was found in the bibliography, data bases, academic libraries, academic journals and the internet. Results: Through the research we tried to define this phenomenon and at the same time to study it in the workplace. Finally, we conducted a literature review from previous research in order to investigate this phenomenon and its factors. Conclusions: The current study has concluded that mobbing sadly negatively affects the recipient by creating both direct and indirect effects on various aspects of his daily life, one of which is the workplace.

show abstract

Section: Resultsmentioning

confidence: 99%

Mobbing In The Workplace : A Literature Review

Vaxevani

Ioannis

Fani

et al. 2021

JSSR

View full text Add to dashboard Cite

show abstract

“…The responses to mobbing behavior are out of scope (N/A) in the majority of studies (Table 3). Examination of the behavior on the top list in the remaining of the studies (n = 17) reveals the following responses: sharing of incident with friends and family (10.2%-83.5%) (Aksu & Akyol, 2009;Arısoy, 2011;Bahçeci-Geçici & Sağkal, 2011;Bardakçı & Partlak-Günüşen, 2014;Dilman, 2007;Efe & Ayaz, 2010;Kılıç, 2013), working harder and with more discipline (72.1%-81.6%) (Yildirim & Yildirim, 2007;Köse, 2010;Üye, 2009), remaining silent and passive (11.6%-60.9%) (Aksu & Akyol, 2009;Ançel et al 2012;Arısoy, 2011;Bahçeci-Geçici & Sağkal, 2011;Bardakçı & Partlak-Günüşen, 2014;Çevik-Akyil, Tan, Sarıtaş & Altuntaş, 2012;Demir et al 2014;Dilman, 2007;Efe & Ayaz, 2010;Gürkan, 2010;Kılıç, 2013;Somunoğlu, Gedik, Erol-Kurt, Eygi, Gebedek, İlhan, & Sağ, 2013;Ünlüsoy-Dinçer, 2010), attempting to solve the problem by directly speaking with the individual exhibiting mobbing behavior (19.3%-91.1%) (Dilman, 2007;Kılıç, 2013;Üye, 2009;Yildirim & Yildirim, 2007). Other responses in the second and third place are moving to another department (20.4%-32.6%) (Atasoy, 2010, Ünlüsoy-Dinçer, 2010, reporting to senior management (25.8%-64.9%) (Dilman, 2007;Gürkan, 2010;Yildirim & Yildirim, 2007) and protecting themselves physically (8.8%) (Demir et al 2014)…”

Section: Responses To Mobbing Behaviormentioning

confidence: 99%

“…Other responses in the second and third place are moving to another department (20.4%-32.6%) (Atasoy, 2010, Ünlüsoy-Dinçer, 2010, reporting to senior management (25.8%-64.9%) (Dilman, 2007;Gürkan, 2010;Yildirim & Yildirim, 2007) and protecting themselves physically (8.8%) (Demir et al 2014) (Table 3). Three of the studies involved victims seriously thinking about quitting their jobs (13.9%-61.4%) (Somunoğlu et al 2013;Üye, 2009;Yurdakul et al 2011) and in three other studies victims thought about completely leaving their profession (7.3%-56.5%) (Aksu & Akyol, 2009;Arısoy, 2011;Dilman, 2007). The results of three other studies indicate a portion of victims occasionally considering suicide (7%-10.0%) (Üye, 2009;Yildirim & Yildirim, 2007;Yurdakul et al 2011).…”

Section: Responses To Mobbing Behaviormentioning

confidence: 99%

Mobbing and its Effects on Turkish Nurses: A National Literature Review

Sönmez¹,

Yıldırım²

2018

IJOL

View full text Add to dashboard Cite

This review aims to methodically analyze studies regarding mobbing behavior prevalence, individuals performing this behavior and the effects of mobbing on Turkish nurses. Five databases were searched thoroughly on November 2014 with no time limitation to identify the studies in English and Turkish that evaluated mobbing and its effects on nurses in Turkey. Of 71 records found by initial search, only 38 studies met the inclusion criteria. The findings were obtained using the results of 38 studies carried out in the past 13 years in Turkey. Analysis of the incidences of mobbing behavior revealed a broad spectrum, ranging from rarely experiences to 100% experiences. Victims mostly experienced mobbing from their managers, the most common consequence of these actions related to the psychological effects. The high frequency of exposure of nurses to mobbing behavior in such a large sample highlights the importance of considering this issue in terms of individual and institutional consequences that adversely affect the performance of nurses.

show abstract

“…17,18 Studies show that mobbing behaviors are more frequent in health institutions. [19][20][21] According to the Commission report of Turkey 22 health sector workers are 16 times more likely to be exposed to mobbing than other occupational groups. In the report, the most important reason for this is stated as the job description of health sector workers being more complicated and requiring more communication.…”

Section: Introductionmentioning

confidence: 99%

Evaluation of mobbing perception levels of health employees

Hamzaoğlu

Yayak

Türk

2021

Health Serv Manage Res

View full text Add to dashboard Cite

The objective of this study was to evaluate the mobbing perception levels of health workers, who were mobbed and to determine whether the socio-demographic characteristics of the employees made a significant difference in the perception of mobbing. Within the scope of the study, the mobbing perception levels of 516 healthcare personnel were evaluated by using relational screening model. In order to collect data, socio-demographic data form and Leymann Psychological Terrorist Scale developed by Heinz Leymann were used. As a result of the study, 70.0% of the participants who were exposed to mobbing reported that they were exposed to mobbing behaviors by their managers. The Leymann Psychological Terrorism Scale was found to be 1.49. Mobbing behaviors that affect self-disclosure and communication possibilities is the most common bullying behavior that the participants were exposed (x̄: 1.73). As a result, the data suggested that company policies rather than demographic characteristics of individuals are effective in the exposure to mobbing behaviors. It is thought that the cultural structures of the societies and the individuals’ knowledge about which behaviors can be evaluated as mobbing have an effect on the mobbing perception levels of the individuals. Accepting mobbing behaviors as a normal situation in hierarchical structure or interpersonal relationships is one of the important problems in prevention. For this reason, one of the most important steps in the prevention of mobbing is to ensure that both managers and employees are informed about mobbing.

show abstract

Mobbing in Health Sector: Sample of University Hospital

Cited by 10 publications

References 3 publications

Mobbing In The Workplace : A Literature Review

Mobbing In The Workplace : A Literature Review

Mobbing and its Effects on Turkish Nurses: A National Literature Review

Evaluation of mobbing perception levels of health employees

Contact Info

Product

Resources

About