İnsan Kaynakları Yönetimi Profesyonellerinin İş Ortamındaki Zorbalık Davranışlarına Dair Perspektifleri: Zorbalığın Tanımı, Nedenleri ve Sonuçları

İşletmelerde psikolojik yıldırma ve zorbalık, iş ortamında çalışan-eşitler-yöneticiler arasında sergilenen ve bir tarafın saf dışı bırakılması amacını güden çeşitli kötü muamele davranışlarını içeren bir süreç olarak tanımlanabilir. Bu makale, global bir proje kapsamında Türkiye örnekleminden toplanan nitel veriden elde edilen bulguları sunmakta, zorbalığın tanımını insan kaynakları yönetimi alanında çalışan profesyonellerin IK profesyonelleri gözünden vermektedir. Nitel araştırma tekniklerinin kullanıldığı bu çalışmaya göre, IK profesyonelleri zorbalığı, söylenti çıkarmak, kişiyi değersiz hissettirmek gibi davranışlar yoluyla mağduru işini yapamaz hale getirmeyi ve kendiliğinden çalıştığı kurumu, bölümü ya da işi bırakmasını hedefleyen davranışlar olarak görmektedir. Ağırlıklı olarak yöneticiden asta yönelik olarak sergilenmekle birlikte, akranlar arasında ya da asttan üste yönelik olarak da gözlenmektedir. Bu makale, Türkiye’de iş ortamında zorbalığın nasıl tanımlandığını, hangi tetikleyicilere bağlı olarak ortaya çıktığını ve ne tür sonuçlar doğurduğunu nitel veriye dayalı olarak sunmaktadır

Anahtar Kelimeler:

Zorbalık, yıldırma, iş ortamında kötü muamele, insan kaynakları yönetimi profesyonelleri

Human Resources Management Professionals’ Perspectives on Bullying Behaviors at Work Settings: Definition, Antecedents and Consequences of Workplace Bullying

Mobbing and bullying occurs at work settings among the subordinates, managers, and peers with the aim to discard one party by showing various mistreatments toward the targeted individual. This study presents the findings from the qualitative data collected in Turkey as part of a global project and brings the definition of workplace bullying from the perspectives of human resources management professionals HR professionals . According to this qualitative study, HR professionals perceive the bullying as the collection of behaviors like spreading misinformation about someone, devaluing etc. that are used so that the victim is disabled to perform well and as a result he or she is led to leave the job, department or organization by his/her own intention. Mainly it occurs from the manager toward the subordinate even if it is also experienced among the peers or upward. The article identifies how the bullying at work is defined, which antecedents trigger it, and what consequences are generated in the work settings of Turkey based on using the qualitative data

Keywords:

Bullying, mobbing, mistreatment culture in organizations, human resource management professionals,

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