<abstract xmlns="http://www.w3.org/1999/xhtml">
<p>Bullying, harassment, and sexual harassment in the workplace are not new issues; they have always existed in various forms. Recent studies have highlighted their impacts on workers and their well-being at work. However, the perception of these problems differ across the United States, Europe, and Asia. These differences are reflected not only in terms of sensitivities, workplace policies, and relevant laws, but also in the language/vocabulary used to designate the same. Psychological harassment is a bitter issue for many who are affected by it. Unfortunately, it remains a less popular topic in academic research. This may be due to the sensitivity associated with the topic, the possible shame and value judgements of those involved, and the myriad cultural differences that complicate its perceptions. This study deals with the characteristics of psychological harassment in workplaces across Hungary and Slovakia. It addresses the following questions: How are the sources of psychological bullying perceived in the two countries, how do victims tolerate the abuse they are subjected to, and what factors influence the same. The study also examines whether the company’s tools for combating psychological bullying in the workplace have an impact on an employee’s decision to leave the organization as a result of mobbing. It conducted quantitative surveys involving 500 Hungarian and 108 Slovakian employees. The results were analyzed by the authors using SPSS version 28 with univariate and multivariate statistical methods. Frequency analysis, ANOVA, T- test and factor analysis, among others, were performed. The results show that the perception of the sources of psychological bullying and the tolerance of the related phenomena depend on a number of personal factors. However, the tools that firms use to deal with mobbing do not necessarily play a determining role in an employee’s decision to leave their workplace following psychological harassment.</p>
</abstract>

Bullying, harassment, and sexual harassment in the workplace are not new issues; they have always existed in various forms. Recent studies have highlighted their impacts on workers and their well-being at work. However, the perception of these problems differ across the United States, Europe, and Asia. These differences are reflected not only in terms of sensitivities, workplace policies, and relevant laws, but also in the language/vocabulary used to designate the same. Psychological harassment is a bitter issue for many who are affected by it. Unfortunately, it remains a less popular topic in academic research. This may be due to the sensitivity associated with the topic, the possible shame and value judgements of those involved, and the myriad cultural differences that complicate its perceptions. This study deals with the characteristics of psychological harassment in workplaces across Hungary and Slovakia. It addresses the following questions: How are the sources of psychological bullying perceived in the two countries, how do victims tolerate the abuse they are subjected to, and what factors influence the same. The study also examines whether the company’s tools for combating psychological bullying in the workplace have an impact on an employee’s decision to leave the organization as a result of mobbing. It conducted quantitative surveys involving 500 Hungarian and 108 Slovakian employees. The results were analyzed by the authors using SPSS version 28 with univariate and multivariate statistical methods. Frequency analysis, ANOVA, T- test and factor analysis, among others, were performed. The results show that the perception of the sources of psychological bullying and the tolerance of the related phenomena depend on a number of personal factors. However, the tools that firms use to deal with mobbing do not necessarily play a determining role in an employee’s decision to leave their workplace following psychological harassment.

Psychological harassment at work in Hungary and Slovakia

Management & Marketing

This work is licensed under the Creative Commons Attribution 4.0 International License.

{"article-title":"Psychological harassment at work in Hungary and Slovakia"}

Bullying, harassment, and sexual harassment in the workplace are not new issues; they have always existed in various forms. Recent studies have highlighted...

Psychological harassment at work in Hungary and Slovakia

Publié en ligne: 29 mars 2024

Pages: 51 - 72

DOI: https://doi.org/10.2478/mmcks-2024-0004

Mots clés
mobbing, leaving the workplace, psychological harassment, workplace including Eastern and Central Europe, cooperation.

© 2024 Andrea Bencsik et al., published by Sciendo

This work is licensed under the Creative Commons Attribution 4.0 International License.

Psychological harassment at work in Hungary and Slovakia

Publié en ligne: 29 mars 2024

Pages: 51 - 72

DOI: https://doi.org/10.2478/mmcks-2024-0004

Mots clésmobbing, leaving the workplace, psychological harassment, workplace including Eastern and Central Europe, cooperation.

© 2024 Andrea Bencsik et al., published by Sciendo

This work is licensed under the Creative Commons Attribution 4.0 International License.

Mots clés
mobbing, leaving the workplace, psychological harassment, workplace including Eastern and Central Europe, cooperation.