Özet:

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. An employee who is mobbed can take legal action to compensate for the material or moral losses caused by the psychological harassment inflicted on him. The worker can seek his legal rights in the face of the mobbing he has suffered. In this context, ILO's "Convention on Discrimination" No. 111 and Convention No. 161 on Occupational Health Services are important in terms of mobbing practices encountered in the workplace. On the other hand, for the first time the concept of psychological harassment in the Turkish legal system; It was entered into with the Turkish Code of Obligations (art. 417/1) dated 11 January 2011 and numbered 6098. In addition, according to the Turkish Civil Code (art. 25/3), employees can claim material and moral compensation against mobbing practices.