El principio de convencionalidad adoptado por México el 10 de junio de 2011 fue el elemento clave para lograr aceptar los derechos humanos y la protección de los instrumentos internacionales a favor ...de los ciudadanos y de los trabajadores en particular por parte del Estado mexicano. La reforma primordial fue la del artículo 1º de la Constitución Política de los Estados Unidos Mexicanos; en este se concreta la ampliación del conjunto de derechos, por lo que comprende cuatro características obligatorias generales en materia de derechos humanos: respetar, proteger, garantizar y promover. Además, el artículo 1º constitucional, en su último párrafo, establece el derecho a la no discriminación. El propósito fundamental de las reformas aprobadas fue colocar a la persona en el centro de todo ejercicio del poder público. Para lograrlo, se implementó todo el actuar del poder público en México a un nuevo parámetro de regularidad constitucional formado por derechos humanos de fuente nacional e internacional.
The current investigation hypothesized and tested latent bully/victim traits for physical, verbal, or relational bullying/victimization, both cyber and traditional behaviors. Data were collected from ...1,356 German students who attended Grades 5 to 10: 48.4% males, 49.3% females from eight different schools in Northern Germany. Based on two samples for cross-validation (Ntraining set = 525, Nvalidation set = 525), study findings provided strong evidence of adequate model fit, both for traditional and cyber behaviors. Consistent with the current state of knowledge, bullying and victimization latent traits highly associated, more so for cyber behaviors than traditional ones. Thus, both the theoretical plausibility as well as statistical evidence support the application of latent modeling to these behaviors. Further research is needed to replicate the applied measurement models proposed in this work and to reveal moderators or measurement invariance across diverse populations. Nevertheless, the current evidence substantiates the importance of the application of a latent modeling approach to overcome known psychometric challenges of reliability and validity in bullying research.
Research in the field of workplace aggression has rapidly developed in the last two decades, and with this growth has come an abundance of overlapping constructs that fall under the broad rubric of ...workplace aggression. While researchers have conceptually distinguished these constructs, it is unclear whether this proliferation of constructs is adding appreciably to our knowledge, or whether it is constraining the questions we ask. In this paper, I consider five example constructs (i.e., abusive supervision, bullying, incivility, social undermining, and interpersonal conflict) and argue that the manner in which we have differentiated these (and other) aggression constructs does not add appreciably to our knowledge of workplace aggression. I then provide supplementary meta-analytic evidence to show that there is not a predictable pattern of outcomes from these constructs, and propose a restructuring of the manner in which we conceptualize workplace aggression.
The article aims at an analysis of the concept of mobbing from a legal, psychological, organizational perspective, as a phenomenon of discrimination at work, which has entered the social study ...relatively recently. Mobbing has been studied in some European countries such as the Nordic countries, England, France, Italy, Spain since the 1990s, and mainly refers to actions of intense psychological pressure, carried out on an employee to make him leave the job, in the conditions in which his dismissal would bring legislative problems on the employer. The employee who “must” be removed can thus endure in the long run a series of injustices and humiliations meant to bring him to the point where he will leave the job alone. In Romania, although the phenomenon exists, there has not been a public discussion on it so far, but there are legislative provisions related to European legislation, as well as concerns about the implementation of European projects in this regard.
Adolescents around the globe are increasingly exposed to online hate speech (OHS). And yet little is known about the varying roles of involvement and the determinants of adolescents' hate speech ...perpetration. Building on previous research, this study aims to test the cycle of violence hypothesis for OHS and to analyze whether moral disengagement (MD) and empathy moderate the victim-to-perpetrator relationship. The sample consists of 3,560 seventh to ninth graders (52.1 percent girls), recruited from 40 schools across Germany and Switzerland. Self-report questionnaires were administered to assess OHS involvement, MD, and empathy. Multilevel analyses revealed that victims of OHS were more likely to report OHS perpetration. In addition, victims of OHS were more likely to report OHS perpetration when they reported higher levels of MD than those with lower levels of MD. Finally, victims of OHS were less likely to report OHS perpetration when they reported higher levels of empathy than those with lower levels of empathy. The findings extend the cycle of violence hypothesis to OHS and highlight the need to address MD and empathy in hate speech prevention. Implications for future research will be discussed.
Mobbing is a behaviour whose aim is to underestimate and degrade other human beings by means of malevolent language and obscure cruel acts, which gradually per functioning and d physical health - , ...2005). Well-being at work refers to all aspects of employees' workplace life, from how they feel, what their working environment is like, safety at work including physical and psychological safety, job satisfaction, involvement in work and the position they have in the organization. The research problem refers to the examination of the connection between the perception of mobbing and the well-being at work of employees. Individuals who perceive mobbing as present in the organization and who are exposed to this type of stress, have impaired well-being. According to earlier findings, mobbing significantly affects the well-being of individuals at work in a way that impairs it, whereby they experience various psychological disturbances and are thrown out of work activities, because they stop adequately performing work tasks. Also, people who experience mobbing have a decline on motivation, work efficiency, a drop in the feeling of fulfillment, loss of trust, they complain of fatigue and feelings of anger and frustration. Two measurement instruments were used in the research: the mobbing perception scale and the Work Well-being Scale - WBWS, which have satisfactory measurement characteristics. The survey was conducted via an anonymous internet questionnaire, and a representative sample of employees in Bosnia and Herzegovina was used (n=273). The data thus obtained indicates that, statistically, the perception of mobbing is significantly negatively related to well-being (rho=-.382, p<.01), and its two aspects: positive affects (rho=-.531, p<.01), a feeling of fulfillment (rho=-.337, p<.01), and positively related to the negative effects aspect (rho=.592, p<.01), which confirms both the starting hypothesis and its sub-hypotheses. The perception of mobbing in the workplace negatively affects the well-being at work, i.e. higher levels of subjective perception of mobbing go hand in hand with lower levels of well-being at work. Furthermore, higher levels of the perception of mobbing are accompanied with lower levels of positive affects and feeling of fulfillment, and higher levels of negative affects. Although the consequences of mobbing are felt, to the greatest extent, on an individual level, there are inevitable negative consequences on the organizational level as well. As mobbing has a negative effect on the well-being at work of an individual, it also adversely affects the work and results of the entire organization.
In this inductive study, we shift the focus of stigma research inside organizational boundaries by examining its relationship with organizational identity. To do so, we draw on the case of Keystone, ...a social enterprise in the East of England that became stigmatized after it initiated a program of support for a group of migrants in its community. Keystone's stigmatization precipitated a crisis of organizational identity. We examine how the identity crisis unfolded, focusing on the forms of identity work that Keystone's leaders enacted in response in order to reframe the meaning that organizational members attached to the stigma. Interestingly, we show not only that the internal effects of stigmatization on identity can be managed, but also that they may facilitate unexpected positive outcomes for organizations.
Although almost all employees have heard of or witnessed colleagues being mistreated, we have an incomplete understanding of how employees perceive and respond to such events. In previous research ...scholars established that observer emotions can be congruent with victim emotions, but we examine observer schadenfreude, an incongruent emotion that is also prevalent in organizations. Based on appraisal theories of emotion, we propose a process model of schadenfreude emergence and development: initial schadenfreude occurs when observers appraise mistreatment incidents as relevant and conducive to their goals; this initial feeling evolves into either righteous or ambivalent schadenfreude, depending on observers' secondary appraisals of victim deservingness. We also address the implications of schadenfreude for observer behavior and the moderating effects of observers' moral foundations and organizational civility climate. Our model extends current knowledge about observer reactions and helps us understand the persistence and pervasiveness of workplace mistreatment.
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