Acoso laboral en una institución educativa distrital de Colombia
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Fecha
2020
Autores
Acosta Villa, Carlos Manuel
Cervantes Atia, Viviana
Valero Manjarres, María Lourdes
Fontalvo, Marina Concepción
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Editor
Universidad de Zulia
Resumen
El objetivo de la investigación fue analizar la percepción el acoso laboral dentro
de una Institución Educativa en Colombia, siendo la investigación de tipo cuantitativo,
con una población de 72 funcionarios entre docentes, administrativos y servicios
generales, a la cual se aplicó, en su totalidad, una encuesta con escala Likert para la
recolección y medición de datos y la escala de Cisneros para valorar el acoso laboral
en seis dimensiones fundamentales: comunicación en el trabajo, contacto social en
el trabajo, descredito de la capacidad laboral y profesional, riesgo a la salud física
y otras Estrategias y comportamientos de acoso moral en el trabajo. Los resultados
evidenciaron acoso en mayor grado entre los docentes y en menor grado entre docentes
y administrativos, se percibieron conductas como: falta de expresión, críticas o regaños,
calumnias, descredito, la no consideración de iniciativas, reconocimientos y tienen
preferencias. Así mismo, los que les apoyan reciben amenazas, informan mal sobre
su permanencia y dedicación al trabajo, controlan sus horarios, no se sienten feliz al
llegar a su trabajo. Finalmente se concluye que existe un acoso laboral horizontal, en comunicación, contacto social y desprestigio personal. Así mismo, se presenta acoso
vertical descendente, generado en empleados de nivel jerárquico inferior y acosados
por superiores.
The objective of this research was to analyze the perception of harassment at work within an educational institution in Colombia. The research was quantitative, with a population of 72 employees, including teachers, administrators and general services, and applied a survey with a Likert scale for the collection and measurement of data and the Cisneros scale to assess harassment at work in six fundamental dimensions: communication at work, social contact at work, discrediting work and professional capacity, risk to physical health and other strategies and behaviors of moral harassment at work. The results showed harassment to a greater degree among teachers and to a lesser degree among teachers and administrators. Behaviors were perceived as: lack of expression, criticism or scolding, not being able to count on their colleagues, slander and murmuring, there is discredit, not considering their initiatives, their superiors not giving recognition and having preferences. Likewise, those who support them receive threats, report badly on their permanence and dedication to work, control their schedules, and do not feel happy when they arrive at work. Finally, it is concluded that there is a horizontal harassment at work, in communication, social contact and personal discredit. Likewise, there is vertical downward harassment, generated in employees of lower hierarchical level and harassed by superiors.
The objective of this research was to analyze the perception of harassment at work within an educational institution in Colombia. The research was quantitative, with a population of 72 employees, including teachers, administrators and general services, and applied a survey with a Likert scale for the collection and measurement of data and the Cisneros scale to assess harassment at work in six fundamental dimensions: communication at work, social contact at work, discrediting work and professional capacity, risk to physical health and other strategies and behaviors of moral harassment at work. The results showed harassment to a greater degree among teachers and to a lesser degree among teachers and administrators. Behaviors were perceived as: lack of expression, criticism or scolding, not being able to count on their colleagues, slander and murmuring, there is discredit, not considering their initiatives, their superiors not giving recognition and having preferences. Likewise, those who support them receive threats, report badly on their permanence and dedication to work, control their schedules, and do not feel happy when they arrive at work. Finally, it is concluded that there is a horizontal harassment at work, in communication, social contact and personal discredit. Likewise, there is vertical downward harassment, generated in employees of lower hierarchical level and harassed by superiors.
Descripción
Palabras clave
Acoso laboral, Capital humano, Estrategia, Percepción, Labor Harassment, Human capital, Strategy, Perception