The thesis examines how employees understand the concept of workplace mobbing, whether the existing legal definition of mobbing helps them identify it in practice, and how the definition itself is understood. The theoretical part focuses on the definition and terminology of mobbing, the problem of inconsistent definitions, and the differences between professional and subjective interpretations of mobbing. The legal framework governing mobbing is also presented, along with an overview of its various forms, causes, consequences, and prevention strategies.
A quantitative empirical study was conducted using an online questionnaire developed on the Arnes 1KA platform. The data were analyzed using Excel and the Arnes 1KA platform, and the results were presented in the form of tables and graphs.
The results showed that most respondents believe they understand the concept of mobbing well, yet their understanding does not always align with the professional definition. Respondents most commonly describe mobbing as prolonged psychological violence, humiliation, and abuse of power by superiors, and most readily identify it in more overt negative behaviors. The legal definition was only partially helpful to respondents in identifying mobbing. Most respondents also indicated that the definition does not make it clear how long a behavior must be repeated before it can be defined as mobbing. In the opinion of the respondents, the definition of mobbing is too general and subjective and should be supplemented with concrete examples.
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