Abstract:

Mobbing in public or private institutions is a very common type of behavior in Turkey. This approach reduces the effectiveness and efficiency of organizations; it destroys the psychological integrity of the people applied. Mobbers in this process lead to a substantial loss of energy and production. Mobbing, on the other hand, leads to conflicts between employees and also prevents synergies related to production. The frequency of harassment acts disrupts work peace and peace in many ways in the organization. While it is difficult to prove the behaviors that lead to harassment, it is not impossible. Mobbing is not only done in the workplace but also outside the workplace. Mobbing employee may apply legal means to compensate for material or mental losses caused by psychological harassment. The worker may seek his legal rights against the harassment he has suffered. In this context, the ILO’s “Agression Convention” No. 111 and the Convention on Occupational Health Services No. 161 are highlighted in terms of the practices of harassment in the workplace. On the other hand, the concept of psychological harassment entered the Turkish legal system for the first time; on January 11, 2011 and with the Turkish Debt Act number 6098 (m.417/1) . According to the Turkish Civil Law (m.25/3) employees may also apply for material and spiritual compensation against the practices of harassment.