Harcèlement psychologique au travail : processus relationnels et profils de victimes. : Approche processuelle, intégrative et dynamique d'un phénomène complexe

IF 0.5 4区 管理学 Q4 ENGINEERING, INDUSTRIAL Travail Humain Pub Date : 2009-06-02 DOI:10.3917/TH.722.0155
Daniel Faulx, Pascal Detroz
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引用次数: 11

Abstract

MORAL HARASSMENT ON THE WORKPLACE : RELATIONSHIP PROCESSES AND PROFILE OF THE VICTIMSMoral harassment on the workplace has been abundantly studied in the course of the last 15 years. Various research projects were able to better describe typical behaviors, consequences for the victims as well as the main risk factors conditioning the appearance of moral harassment. Today, research on this topic faces new challenges. We have selected three of these new challenges : to better understand the complexity of the processes at play in situations of moral harassment, to better identify the role of outside players such as the group of colleagues or hierarchical superiors and, finally, to better understand the link between conflict and harassment.Our method is based on semi-direct interviews (number of interviews = 100) with individuals (n = 50) who view themselves as victims of moral harassment. For the analysis, we have used a process-based model, integrative and dynamic, which allows us to identify a set of processes characteristic of situations of harassment and to distinguish them from more conflict-based or victimization-based processes.
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工作中的心理骚扰:关系过程和受害者概况。:对复杂现象采取程序性、综合和动态的方法
职场道德骚扰:职场道德骚扰的关系过程和受害者的形象在过去的15年中得到了大量的研究。各种各样的研究项目能够更好地描述典型的行为,对受害者的后果以及影响道德骚扰外观的主要风险因素。今天,这一课题的研究面临着新的挑战。我们从这些新挑战中选择了三个:更好地理解在道德骚扰情况下发挥作用的过程的复杂性,更好地确定外部参与者的角色,如同事群体或等级上级,最后,更好地理解冲突和骚扰之间的联系。我们的方法是基于半直接访谈(访谈数量= 100),访谈对象是50位认为自己是道德骚扰受害者的个人(n = 50)。在分析中,我们使用了一个基于过程的综合动态模型,这使我们能够识别出骚扰情况的一系列过程特征,并将它们与基于冲突或基于受害者的过程区分开来。
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来源期刊
Travail Humain
Travail Humain 管理科学-工程:工业
CiteScore
1.20
自引率
14.30%
发文量
6
审稿时长
>12 weeks
期刊介绍: Le Travail humain est une revue scientifique pluri-disciplinaire qui publie des articles originaux en français ou en anglais, pertinents à l"étude de l"activité au travail, plus particulièrement dans les domaines suivants : - physiologie et psycho-physiologie ergonomiques (y compris les neurosciences, l"anthropométrie et la biomécanique) - psychologie ergonomique (en intégrant les approches différentielles) - formation (de l"étude des mécanismes d’apprentissage à la gestion des formations et à l"étude des qualifications) - psycho-sociologie du travail et des organisations - sécurité et fiabilité humaine - psycho-pathologie du travail - ergonomie et méthodologie
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