Psychological harassment at work from the proposal of the interpretive paradigm

Abstract

Psychological harassment at work is defined as any abusive conduct (gesture, word, behavior, attitude) that threatens, by its repetition or systematization, against the dignity or mental or physical integrity of a person, endangering their employment or degrading the work environment.1 Psychological harassment at work also called mobbing (a word that comes from the English to mob which means harass, run over), corresponds to a concept that is applied to the work environment to indicate the aggressive and threatening behavior of one or more members of a group (the harasser or perpetrator), towards an individual or group (the target or the victim). Although mobbing is a psychological process that occurs between a subject who suffers it and another who exercises behaviors of psychological aggression on him, it is not an individual or interpersonal process. In the phenomenon of psychological harassment at work, we are facing an Occupational Health problem, an organizational process that has the frequency and intensity to be considered a Public Health problem.