Mobbing ist ein großes Problem in der Schule, und der Umgang damit wird in der Lehrer*innenausbildung selten oder gar nicht thematisiert. In dieser Studie befragten wir 103 deutsche ...Lehramtsanwärter*innen zu ihrer Einstellung gegenüber körperlichen, verbalen, relationalen und Cybermobbing-Situationen. Für jede dieser Situationen wollten wir einschätzen, (a) wie ernst man die Situation nehmen würde (Schweregrad), (b) wie wütend man über die Situation wäre (Ärger), (c) wie mitfühlend man gegenüber dem Opfer wäre (Empathie), (d) wie wahrscheinlich eine Intervention wäre (Intervention) und (e) wie kompetent man sich fühlen würde, in der Situation zu intervenieren (Kompetenz). Alle Arten von Mobbing wurden sehr ernst genommen, wobei verbales Mobbing signifikant weniger ernst genommen wurde als die anderen drei Arten. Cybermobbing und physische Angriffe führten zu größerer Verärgerung als verbales oder relationales Mobbing. Häufigeres Eingreifen wurde für Cyber- und physisches Mobbing berichtet, seltener für relationales und verbales Mobbing. Angehende Lehrer*innen fühlten sich aber in allen Mobbing-Situationen wenig kompetent einzugreifen.
Das vorliegende Open-Access-Buch befasst sich mit den Fragen, welche Rollen Klassenmitglieder bei Bullying einnehmen und durch welche sozial-kognitiven und affektiven Reaktionen sie sich auszeichnen. ...Bei Bullying handelt es sich um aggressives Verhalten, das sich über einen längeren Zeitraum hinweg systematisch gegen schwächere Mitglieder einer Gruppe richtet. Bullying ist dementsprechend als Gruppenphänomen zu verstehen, das unter anderem häufig in Schulklassen auftritt. Die vorliegende empirische Arbeit berücksichtigt sowohl Bullying im schulischen Kontext als auch Bullying mittels digitaler Medien – also Cyberbullying. Grundannahme ist, dass sich Bullying im Klassenverband heutzutage auch in den Cyberspace erstreckt. Neben Täter- und Opfer-Rolle wird zwischen drei Bystander-Rollen differenziert: Verstärker, Verteidiger und Außenstehende. Der Vergleich zwischen diesen Rollen zeigt, dass sich unter Kontrolle von Geschlecht und Klassenstufe insbesondere Verteidiger- und Täter-Rolle in Hinblick auf Empathie, Moral Disengagement, Verantwortungsgefühl und Selbstwirksamkeitserwartungen unterscheiden, es jedoch wider Erwarten keine Unterschiede zwischen den Bystander-Rollen bezüglich Befürchtungen gibt.
Currently, there is considerable debate surrounding the presence of some human language‐specific characteristics in non‐human animals, such as the use of compositional syntax (i.e. meaning of a ...sequence determined both by meaning of its individual parts and in the way they are combined). Compositional syntax has been investigated in mobbing calls of two closely related tit species, the Japanese Tit Parus minor and the Great Tit Parus major, but with one contrasting result: hearing calls in the reversed order diminished the behavioural responses of Japanese Tits but only partially those of Great Tits. This difference may have been due to an external factor such as the season in which the experiment was undertaken, as the Japanese Tits were tested in winter and Great Tits in spring. Here, we studied the responses of Great Tits towards natural and reversed mobbing sequences during spring and winter by investigating two behaviours: approaching and vigilance behaviours. We found that sensitivity to syntax reversal was impacted by the season. The birds were vigilant but less likely to approach reversed calls in winter. However, the opposite occurred in spring, with the birds scanning less but still approaching. This study suggests that the perception of combinatorial calls in Great Tits is influenced by the season, emphasizing the importance of context in studies investigating complex cognitive processing in animals.
Son yıllarda çalışma hayatı içerisinde adı sıklıkla duyulan Mobbing kavramı, iş yeri barışı ve istihdam edilenlerin adil şartlarda huzurla çalışmalarına yönelik en büyük sorundur. Her ne kadar konu ...İş Hukuku’nun ilgi alanı içerisinde görünse de mobbing mağduruna karşı ika edilen fiiller Ceza Hukuku açısından da haksızlık teşkil etmektedir. Bu sebeple Türk Ceza Kanunu içinde mobbing oluşturan sistematik davranışlara yönelik pek çok suç tipi bulunmaktadır. Bununla beraber Fransa hariç Kıta Avrupası Hukuk Sistemine dahil olan ülkelerin Ceza Hukuku mevzuatlarında bağımsız bir mobbing suçu düzenlenmemektedir. Türk Ceza Hukuku doktrini de buradan hareketle, kanunda ayrıca bir düzenleme yapma gereğine inanmamaktadır. Oysa söz konusu ülkelerde yargı uygulamacıları mobbing oluşturan davranışlara karşı bilinçli ve hassas olduklarından bu tip fiilleri Federal Ceza Kanunlarındaki ilgili hükümlerle cezalandırmaktadırlar. Oysa ülkemizdeki mahkeme uygulamalarında failin fiilinin mobbing oluşturduğuna dair bir gerekçeli karara rastlanamamaktadır. Her ne kadar bazı Yargıtay kararlarında azınlık görüşü olarak göze çarpsa da bu durum hızla değişmelidir. Çalışma Bakanlığının verilerine göre ülkemizde istihdam edilenlerin yaklaşık yüzde kırkının mobbinge maruz kaldığı gerçeği karşısında, Ceza Mahkemelerinin bu konuda bilinçlenmeleri büyük önem arz etmektedir.Bu çalışmamızda yargı uygulamamızın en az mobbing kavramı kadar kendini yabancı hissettiği ve az başvurduğu, TCK nun 96.maddesinde düzenlenen Eziyet suçu çerçevesinde mobbing kavramına büyüteç tutulmuştur. Çalışmanın sonunda da önerildiği üzere, Ceza Kanununda bağımsız bir mobbing düzenlemesi yapılması pek çok sorunu çözecektir kanaatindeyiz.
Sind Schülerinnen und Schüler digitalen Schmähungen ausgesetzt oder begehen diese leichtfertig, können, je nach Schwere, rechtliche Schritte eingeleitet werden. Welche digitalen Inhalte welches ...Persönlichkeitsrecht verletzen und wie dem begegnet werden kann, wird anhand einer Fallbesprechung strukturiert dargestellt. Darüber hinaus werden zwei Fallgruppen, die beim Cybermobbing besonders häufig sind erläutert: das Recht am eigenen Bild sowie das der persönlichen Ehre.
The paper provides the theoretical background of mobbying/bullying and description of a case study concerning a victim of mobbing. In conclusion, reflections concerning counteracting of bullying are ...provided. Each work environment, regardless the form of employment or the specificity of a job, creates conditions for more or less ethical behaviour
IntroductionIn recent years, mobbing has emerged as a significant global problem in workplaces, leading to negative organizational behaviors (Alfano et al., 2021). This phenomenon poses challenges to ...productivity, competitive advantage, and organizational sustainability (Kurnaz & Oğuzhan, 2021). Mobbing refers to a situation where certain members of an organization are targeted, harassed, rejected, and socially isolated, resulting in a detrimental impact on the performance of the individuals affected (Balducci et al., 2009). Consequently, mobbing can have unfortunate consequences within the organization, disrupting harmony of the work environment and diminishing employee’s motivation (Psunder, 2015). Therefore, it is crucial to thoroughly study mobbing, identify its causes and consequences, and effectively manage it (Mehmet, 2021). However, the existing research in this field has only focused on specific aspects of the issue, lacking a comprehensive and cohesive framework for understanding the causes and consequences of mobbing. Consequently, there is a gap in the literature that needs to be addressed. To address this gap and facilitate the management and mitigation of the destructive effects of mobbing, this study aimed to design a comprehensive model to encompass the causes and consequences of mobbing within organizations. By doing so, we aimed to contribute to the existing literature and provide valuable insights into this phenomenon. Materials & MethodsThis study employed a qualitative approach and utilized the meta-synthesis method to systematically review and integrate the findings of various research studies with the aim of reshaping the existing knowledge (Jensen & Allen, 1996) and proposing new frameworks (Paterson et al., 2001). The seven stages of meta-synthesis, as presented by Sandelowski & Barroso (2007), were followed to analyze and combine the results of previous research studies. In the initial stage, research questions were formulated and in the 2nd stage, a comprehensive literature review was conducted. Relevant keywords were searched in both Persian and English databases to identify the necessary sources in the 3rd stage. Subsequently, the identified sources were evaluated based on their title, abstract, and content, resulting in the selection of 49 sources for inclusion in this research. In the 4th stage, the selected sources were thoroughly examined and the causes and consequences of mobbing in organizations were extracted as primary codes. In the 5th stage, the identified codes were carefully reviewed, duplicate codes were eliminated, and efforts were made to categorize the codes into specific and distinct components based on their semantic and conceptual similarities. Next, the components were classified into dimensions to create a model representing the causes and consequences of mobbing in organizations. To ensure the research reliability, the Kappa index was utilized for evaluating the agreement between researchers in the coding process. Discussion of Results & ConclusionThe findings of this study revealed that the causes of mobbing in organizations could be categorized into the three individual, group, and organizational dimensions. The individual dimension encompassed 3 components: the victim’s characteristics, the mobber’s characteristics, and interpersonal factors. The group dimension included in-group and out-group factors, while the organizational dimension comprised job-related and non-job-related factors. Although previous studies had touched upon these dimensions, none of them had comprehensively addressed all the three dimensions in a single study. For instance, Demiroren & Simsek (2021) focused solely on the individual level, neglecting the other dimensions. Similarly, Picakciefe et al. (2017) only examined the characteristics of the immediate environment. On the other hand, Demiroren & Simsek (2021) explored organizational causes but failed to consider other aspects. Furthermore, the results indicated that the consequences of mobbing could be analyzed across the four individual, group, organizational, and extra-organizational dimensions. The individual dimension encompassed attitudinal-perceptual, physiological, and behavioral-functional components. The group dimension included in-group and out-group consequences, while the organizational dimension comprised cultural components and managerial-executive consequences. Lastly, the extra-organizational dimension encompassed family and social consequences. Although previous researchers had examined the consequences of mobbing, no studies had comprehensively addressed all these dimensions together. For example, İnandi & Büyüközkan (2022) and Kurnaz & Oğuzhan (2021) focused primarily on individual consequences, while Dagli & Arslantas (2022) emphasized group and organizational levels. Notably, the extra-organizational consequences had received limited attention in the literature with only a few studies (Plos et al., 2022; Yildiz, 2007) exploring this aspect of analysis.
Bezdiri, yıldırma, psikolojik taciz/şiddet/terör ve benzeri adlarla ifade edilen mobbing kavramı; iş yaşamında bazı çalışanların diğer çalışanlara karşı bilinçli bir şekilde ve uzun süreli olarak ...devam ettirdikleri haksız davranışlarla, mobbinge maruz kalan çalışanları yaptıkları işten ve bulundukları ortamdan soğutmayı hedefleyen, sonuçta da sadece iş hayatlarında değil, özel hayatlarında da rahatsız eden, yoran, psikolojik ve fizyolojik çeşitli sorunlara neden olan durumları anlatmak için kullanılır. Tüm dünyada çalışanların kabusu olan bu durum için birçok çalışma yapılmaktadır. Bu çalışmalardan elde edilen bilgiler mobbingle mücadeleye katkı sağlamaktadır. Türkiye’de de mobbing konusu sanayi, eğitim, sağlık, turizm vb. çeşitli sektörlerde araştırılmaktadır. Bu çalışmada Türkiye’de turizm alanında mobbingle ilgili yapılan çalışmalar merak edilmiş ve bibliyometrik analiz ile çevrimiçi taranabilen ve ulaşılabilen tüm bildiri, kitap, makale ve tezler incelenmiştir. Toplamda 63 çalışmaya ulaşılmış ve bu çalışmalar türleri, yıllara göre dağılımları, anahtar kelimeleri, kullandıkları analiz yöntemleri ve atıf sayıları açısından analiz edilmiştir.
Over the last three decades, the scientific and social interest in workplace bullying has accelerated and our understanding of this pervasive and detrimental social problem has advanced considerably ...in a relatively short amount of time. Workplace bullying is now a phenomenon of global interest, new topics are steadily emerging within the field, and the methodological quality of the studies has become more sophisticated. Building on findings from the ever increasing number of systematic reviews and meta-analyses in this field, the aim of this literature overview was two-folded. In the first part, the aim was to provide a basic overview of what we already know with regard to the nature and content of the bullying phenomenon, its risk-factors and causes, its consequences, and its potential measures and interventions. In the second part, the aim was to address what we do not know and to put forward an agenda for future research within the field. Here, six major knowledge challenges are discussed: a) construct clarification, b) the need for theoretical models, c) causality, d) bullying as a process, e) mediators and moderators, and f) intervention and rehabilitation of victims, perpetrators, and work environments.
•Narrative review that summarizes the research literature on workplace bullying•Reviews concepts, research topics, and main findings within the field•Discusses the knowledge gaps and important topics for future research•Important methodological issues in research on workplace bullying are highlighted.
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