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Mobbing e Intenção de Saída: Uma relação mediada pelo silêncio organizacional
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Abstract(s)
No contexto laboral atual, o “Mobbing” e o “Silêncio Organizacional” são fenómenos relevantes, principalmente pela sua influência na “Intenção de Saída” dos trabalhadores. O assédio moral (Mobbing), prejudica o bem-estar psicológico e o desempenho dos funcionários, enquanto o silêncio organizacional é uma estratégia de omissão
comumente empregada como forma de autoproteção. Estes comportamentos afetam a comunicação interna e prejudicam o ambiente organizacional. O presente estudo visou analisar a influência do Mobbing na Intenção de Saída, tendo em conta o papel mediador do Silêncio Organizacional. Para isso, foi criado um modelo teórico baseado em literatura recente, no qual se examinou se o silêncio, nas suas diferentes dimensões (Defensivo, Submissão e Pró-Social), atua como mediador na relação entre a perceção de Mobbing e a decisão de deixar a organização. A amostra incluiu 146 participantes, profissionais ativos em Portugal, que, a partir de um questionário online, partilharam as suas vivências no local de trabalho. Os dados foram analisados por meio de regressões lineares e modelos de mediação. Os resultados indicaram que o Mobbing tem um efeito positivo na Intenção de Saída e que o Silêncio Organizacional, principalmente na sua vertente defensiva, funciona como um mediador parcial nessa relação. Trabalhadores que enfrentam situações persistentes de Mobbing costumam adotar comportamentos de silêncio, o que, por sua vez, intensifica o seu desejo de abandonar a organização. Estes dados são importantes para as empresas que procuram evitar a perda de talentos e fomentar ambientes de trabalho seguros, devendo aplicar estratégias de escuta
ativa, prevenção de assédio, e o incentivo ao diálogo interno.
In today's workplace, “Mobbing” and “Organizational Silence” are relevant phenomena, mainly because of their influence on employees' “Intention to Leave”. Mobbing harms the psychological well-being and performance of employees, while organizational silence is a strategy of omission commonly employed as a form of self-protection. These behaviors affect internal communication and harm the organizational environment. This study aimed to analyze the influence of Mobbing on Intention to Leave, taking into account the mediating role of Organizational Silence. To this end, a theoretical model was created based on recent reading, in which it was examined whether silence, in its different dimensions (Defensive, Submissive and Pro-Social), acts as a mediator in the relationship between the perception of Mobbing and the decision to leave the organization. The sample included 146 participants, active professionals in Portugal, who, using an online questionnaire, shared their experiences in the workplace. The data was analyzed using linear regressions and mediation models. The results indicated that Mobbing has a positive effect on Intention to Leave and that Organizational Silence, especially in its defensive aspect, acts as a partial mediator in this relationship. Workers who face persistent situations of Mobbing tend to adopt behaviours of silence, which in turn intensifies their desire to leave the organization. This data is important for companies seeking to prevent the loss of talent and foster safe working environments, and they should apply strategies of active listening, harassment prevention and encouraging internal dialogue.
In today's workplace, “Mobbing” and “Organizational Silence” are relevant phenomena, mainly because of their influence on employees' “Intention to Leave”. Mobbing harms the psychological well-being and performance of employees, while organizational silence is a strategy of omission commonly employed as a form of self-protection. These behaviors affect internal communication and harm the organizational environment. This study aimed to analyze the influence of Mobbing on Intention to Leave, taking into account the mediating role of Organizational Silence. To this end, a theoretical model was created based on recent reading, in which it was examined whether silence, in its different dimensions (Defensive, Submissive and Pro-Social), acts as a mediator in the relationship between the perception of Mobbing and the decision to leave the organization. The sample included 146 participants, active professionals in Portugal, who, using an online questionnaire, shared their experiences in the workplace. The data was analyzed using linear regressions and mediation models. The results indicated that Mobbing has a positive effect on Intention to Leave and that Organizational Silence, especially in its defensive aspect, acts as a partial mediator in this relationship. Workers who face persistent situations of Mobbing tend to adopt behaviours of silence, which in turn intensifies their desire to leave the organization. This data is important for companies seeking to prevent the loss of talent and foster safe working environments, and they should apply strategies of active listening, harassment prevention and encouraging internal dialogue.
Description
Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações
Keywords
Mobbing Assédio moral Silêncio organizacional Intenção de saída