The mobbing at work It represents one of the most subtle forms of discomfort within the professional area, since the dynamics that derive are often underestimated or considered normal.
To confirm this, the numbers tell a noteworthy reality: according to a report published by Istat in 2023, about 14% of Italian workers said they had suffered harassment or humiliation in the workplace.
Another survey conducted by the European Agency for Security and Health at work (EU-Osha, 2022) made it clear how 22% of workers in Europe experienced during their lives, among the various problems at work, episodes of mobbing or harassment.
These important data translate into millions of affected people, with negative effects found not only on corporate productivity, but above all on their physical and mental health. In fact, the consequences of mobbing Chronic stress, psychosomatic problems and, in serious cases, the final withdrawal from the world of work can include health on health.
Despite the seriousness of the problem, many victims do not denounce mobbing, both for fear of receiving retaliation, and for the difficulty of having a concrete evidence. In this article we will explore the meaning of mobbing, how manifestly, what are its psychological effects, how it is possible to deal with it with the support of psychology and what actions can be taken to protect yourself.
Mobbing: what it means and how it manifests itself
The term mobbing It originates from the English verb “to mob”, which means “to encircle, attack in a group”. The etymology therefore perfectly reflects the vexatious behavior typical of this dynamic: it is in fact a set of deliberate actions, repeated and aimed at affecting a person within a working context. A typical example of mobbing could be a state property or extreme marginalization: in this case we can speak of straining.
It was Heinz Leymann, Swedish psychologist, who had introduced the concept for the first time in the 80s, defining mobbing as “an escalation of conflicts in the workplace in which a person is systematically attacked by colleagues or superiors”.
According to Leymann (1996), Mobbing is not limited to a single episode but refers to a series of actions lasting over time, such as insults, deliberate exclusion, unmotivated criticism or work sabotage.
These behaviors lead to the creation of a climate of isolation and insecuritycompromising in parallel work well -being and safety regarding one’s professionalism.
Horizontal and vertical mobbing
Different types of mobbing have been identified. An important distinction is, for example, that between horizontal mobbing and vertical mobbing.
- horizontal mobbing: are found between colleagues who are on the same hierarchical level. It is often fueled by personal rivalries, professional jealousies or group dynamics tendentially toxic. An example of horizontal mobbing occurs when a person is excluded from important projects or publicly derided for possible errors made
- vertical mobbing: It involves superior or subordinate and is divided into descending and ascending vertical mobbing. The first case constitutes the most common form, in which a superior uses its power to humiliate or damage an employee, while in the second case it is the group of subordinates that coals against a superior.
The consequences of mobbing Horizontal or vertical on the victim could be a sense of insulation and devaluation, as well as inability to react. This occurs especially in company contexts that lack an effective conflict management system.
Causes of mobbing and possible triggering factors
Mobbing at work never was born by chance, but constitutes the result of a series of individual and organizational factors, including it is possible to find:
- Power dynamics: the desire for control or elimination of a given person who could be perceived as a threat in the professional field and in the career path
- toxic work environment: the lack of transparency, extreme competitiveness or the absence of positive leadership create fertile ground the implementation of a vexatious conduct
- inadequate management of conflicts: In companies where there is a tendency not to concretely face conflicts in a timely and direct way, the latter often turn into real abuse behaviors.
Mobbing and gender
An aspect that appears often neglected is the link between a mobbing conduct and the genre, specifically harassment. In fact, women are particularly exposed to this form of abuse, which can be characterized by sexism, inappropriate comments or systematic exclusion.
According to a study conducted by the European Fundamental Rights Agency (Fra, 2022), one in three women underwent during his life of the harassment at workwith frequent overlaps between mobbing and gender discrimination.
It is important to carry out a distinction between the two phenomena: mobbing in the workplace refers to systematic behavior of harassment, regardless of the genre, while gender harassment includes any form of discrimination, abuse or violence based on gender identity or identity.
Although it is different dynamicsin some cases mobbing and harassment can occur simultaneously, making the situation of the victims even more complex.
For example, mobbing can be accompanied by sexist attitudes or by real episodes of physical or verbal harassment, especially in working contexts that are still dominated by gender stereotypes or by power imbalances between men and women.
In this regard, Fitzgerald and Cortina (2018) observe that women who suffer harassment related to the genre at work have also a significantly higher probability of being victims of subtle mobbing It is systematic, such as exclusion from important decisions or the sabotage of their activities. This can lead to even more serious psychological consequences, such as the development of anxiety, depression and sense of isolation.
Mobbing: psychological effects and symptoms on victims
The consequences of health mobbing can be devastating for those who suffer it, involving both the body and the mind.
Among the most common physical symptoms we find chronic headaches, gastrointestinal disorders, insomnia and chronic fatigue.
On the psychological level, however, the victims can manifest:
- Anxiety and panic attacks
- depression
- decrease in self -esteem
- difficulty in concentrating and loss of trust in one’s abilities.
The Psychosomatic effects of mobbing They can also manifest themselves in the long run. It is possible that the victim develops:
- post-traumatic stress disorder (Ptsd), similar to that found in those who have undergone serious trauma
- difficulties in relationships personal and social isolation
- reduced ability to face new work experiences.
As he is asserted by Einarsen and colleagues (2020) in Bullying and Harassment in the Workplacethe victims of mobbing have a significantly greater risk of meeting the development of cardiovascular pathologies and depression compared to the general population.
Mobbing and psychological support
Psychology offers very relevant tools to manage the psychological effects of mobbing. Specifically, approaches and techniques may include:
- Cognitive-behavioral psychotherapy (CBT), to support and help the victims in the recognition and modification of negative thoughts related to the experience of mobbing suffered
- group therapyto facilitate the sharing of lived events and offer emotional support also through comparison with people who have experienced similar situations
- Stress management techniqueslike Mindfulness and progressive muscle relaxation, can help in reducing related work stress, as well as in improving the person’s general well -being.
For many victims of mobbing, the return to work can be a complex challenge. Psychological rehabilitation and support programs can be a valid tool to reconstruct self -esteem, manage any future conflicts and recognize the signals of a toxic environment in order to avoid it.
Mobbing at work: what to do?
Who is the victim of harassing behaviors in the workplace could ask themselves some questions, for example: “How to defend themselves from mobbing?”, “How to demonstrate mobbing?”, “How to report mobbing?”.
In Italy Mobbing It is not yet defined as a crimebut the victims still have the possibility of resorting to legal tools and denouncing non -consumed behaviors. The resignation for Mobbing, in fact, are among those for just cause.
Although there is no law on mobbing, article 2087 of the civil code obliges the employer to protect the physical and psychological health of employees. In addition, cases of mobbing can fall within the rules against discrimination and illegal behavior at work.
The companies themselves can play a crucial role in the prevention of vexatious conduct, forming managers and employees on the management of conflictsby implementing zero tolerance policies towards those who perform abuse and prepare Anonymous reporting systems to promptly identify with risk situations.
Mobbing at work is a problem that requires attention, both from the victims and employers. Despite the difficulties, it is important to remember that no one is alone: psychological support and legal advice can make the difference and constitute the first step towards greater well -being.
