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DOI: https://doi.org/10.34069/AI/2023.61.01.10
How to Cite:
Naranjo-Zambrano, M., Llanos-Encalada, M., Morales-Naranjo, I., Ron-Amores, E., & Vergara-Romero, A. (2023). Workplace
harassment in psychosocial risks and teleworking in times of health crisis. Amazonia Investiga, 12(61), 92-102.
https://doi.org/10.34069/AI/2023.61.01.10
Workplace harassment in psychosocial risks and teleworking in times
of health crisis
Acoso Laboral en los Riesgos Psicosociales y el Teletrabajo en Época de Crisis Sanitaria
Received: January 15, 2023 Accepted: February 20, 2023
Written by:
Mónica Naranjo-Zambrano38
https://orcid.org/0000-0002-6396-8145
Mónica Llanos-Encalada39
https://orcid.org/0000-0003-3746-8910
Israel Morales-Naranjo40
https://orcid.org/0000-0003-0923-9803
Eduardo Ron-Amores41
https://orcid.org/0000-0003-1483-2994
Arnaldo Vergara-Romero42
https://orcid.org/0000-0001-8503-3685
Abstract
This study seeks to reflect on the relationship
between teleworking, workplace harassment, and
psychosocial risks in the context of labor
resolutions adopted in Ecuador in the face of the
Covid-19 pandemic. The purpose is to identify
the relationship between mobbing in the telework
modality and its effect on psychosocial risks. The
following questions arise: how does mobbing
manifest itself in telework? How not to confuse
the results of teleworking with mobbing? Can
mobbing be considered a psychosocial risk
factor? For this, a systematic review of the
literature and previous studies of the proposed
variables and the analysis of the information
from the Ministerio de Trabajo in Ecuador on a
survey was conducted to evaluate the
consequences of teleworking on workers.
Despite the limitation of knowledge and relevant
data, it has been established that workplace
harassment or mobbing is also present in
teleworking, with negative consequences; when
the characteristics and conditions of work are not
clearly defined, it is accessible to transition to
mobbing, and, therefore, the increase in
psychosocial risks in workers.
38
Magister en Administración del Talento Humano, Investigadora, Universidad Ecotec, Samborondón, Ecuador.
39
Doctora en Ciencias Económicas, Docente de tiempo completo, Universidad Ecotec, Samborondón, Ecuador.
40
Magister en Seguridad y Salud Ocupacional, Investigador, Universidad Espíritu Santo, Samborondón, Ecuador.
41
Magister en Administración de Empresas, Docente de tiempo completo, Universidad Ecotec, Samborondón, Ecuador.
42
Magister en Economía, Docente-Investigador de tiempo completo, Universidad Ecotec, Samborondón, Ecuador.
Naranjo-Zambrano, M., Llanos-Encalada, M., Morales-Naranjo, I., Ron-Amores, E., Vergara-Romero, A. /
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Keywords: Health crisis, Covid-19,
teleworking, workplace bullying, psychosocial
risks.
Introduction
The use of social networks and the Internet as
technological tools in the personal sphere have
produced a dynamic use of digital media which
ease companies to integrate them as support
resources for their employee’s performance. This
has facilitated the transition to teleworking. And
therefore, to remote work. In this way, most
companies, except for plant areas and operational
or technical work, choose to develop this type of
work modality, especially in times of the Covid-
19 pandemic. Teleworking, in Europe at the end
of the 90s, became one of the most flexible forms
of work, for which the use of technological
instruments such as computers, mobile phones,
and sophisticated software became the primary
work tools. (Tavares, 2017).
In the new labor trends, the difficulties of face-
to-face work are not excepted, such as the
phenomenon of mobbing or workplace
harassment; this problem affects both
organizations and the worker, deteriorating their
performance (Görgülü et al., 2014).
Workplace bullying harms the individual,
psychologically and economically, since it is
directly related to decreased productivity,
absenteeism, and staff turnover (Instituto
Nacional de Seguridad e Higiene en el Trabajo ,
2009). Women are more vulnerable to sexual
harassment and harassment, which is generally
related to the structure of most organizations,
where women are traditionally placed in a
situation of subordination that makes them more
prone to this type of violence (Saldaña-Orozco et
al., 2022).
Mobbing is a problem of interest to public health;
therefore, it is typified and cataloged within the
main types of violence at work that affects
workers' quality of life. Lanata-Fuenzalida
(2018) affirms that mobbing in all kinds of
organizations must have priority attention since
it is a factor that is included within the
psychosocial risks, becoming a problem that
requires precise and defined regulations through
laws. And rules that protect the employee in his
workplace (Oviedo-Vega & Vásquez-Flores,
2016).
In Ecuador, the Labor Code (Asamblea Nacional,
act. 2021), in article 1, mentions that all labor
relations between employers and employees in
all modalities and working conditions are
regulated and aligned with the proposal of the
Organización Internacional del Trabajo (ILO),
which states that it is necessary to establish legal
regulations that frame this activity through a
contract that guarantees the interests of both the
contractor and the worker (Organización
Internacional del Trabajo, 2020). According to
these definitions, work is subject to laws for the
benefit of both parties involved, so mobbing
captures interest since it threatens the rights and
well-being of workers in the workplace. The state
must take into account the psychological
consequences that can occur in workers, such as
stress, anxiety, fear, and loneliness, as well as the
physical effects, such as some of the diseases
developed during the health crisis in the families
of Ecuadorian society (Naranjo-Zambrano et al.,
2020).
The purpose is to identify the relationship
between mobbing in the telework modality and
its effect on psychosocial risks.
Literature Review
The relationship between mobbing and
teleworking is described below, followed by an
analysis of mobbing as a psychosocial risk
Mobbing and Teleworking
Teleworking is created with the help of new
technologies; it refers to using these in daily tasks
when doing remote work. This new way of
working combines distance, position, and
intensive use of Information and Communication
Technologies (Osio-Havriluk, 2010).
Teleworking brings significant benefits to an
organization. In the case of Ecuador, like other
countries around the world, it is a measure that is
increasing and constitutes one of the main
protection measures for workers in the face of the
threat of Covid-19. Alvarez & Harris (2020)
generated unprecedented effects and forced
organizations to resort to emerging plans such as
teleworking.
Teleworking itself can cause feelings of isolation
because it is possible for the worker to develop
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the sensation of feeling separated from other
people or the same company, since on some
occasions, they come to consider that they lose
their impact on it, coming to perceive that the
organization forgets about him and is not taken
into account like other workers (Acevedo et al.,
2018).
Regarding mobbing, it refers to hostile or
immoral behavior towards an employee in a
specific organization, which, in addition to the
physical and psychological consequences, brings
with it a break in the social context, breaking the
subject's interpersonal relationships
(Carvajal-Orozco & Dávila-Londoño, 2013).
For Oviedo-Vega & Vásquez-Flores (2016) and
Iñaki & Zabala (2015), mobbing causes severe
psychological damage to the person who is
harassed. When referring to this point, it does so
in the following terms: workplace bullying is
intended to intimidate, diminish, reduce, flatten,
threaten, and emotionally and intellectually
consume the victim, to eliminate them from the
organization or satisfy the insatiable need to
attack, control and destroy, which is usually
presented by the harasser, who takes advantage
of the opportunity offered by the particular
organizational situation (reorganization, cost
reduction, bureaucratization, dizzying changes,
etc.) to channel a series of impulses and
psychopathic tendencies (Iñaki & Zabala, 2015).
In the implementation of teleworking, there are
also problems, such as abuse of power, work
overload, and personal and organizational
conflicts, which lead to workplace harassment or
mobbing (Oviedo-Vega & Vásquez-Flores,
2016). If we realize there is a fine line between
the disputes of teleworking and mobbing, leading
one situation to another. Coming to be expressed
as psychological violence, this can include verbal
abuse, sexual or psychological harassment,
intimidation, and threats, and in turn can consist
of "... isolating people, manipulating reputations,
withholding information, assigning tasks that do
not match the capacities and assign goals and
deadlines that are impossible to meet” (Moore,
2018). All this makes it a phenomenon that, by
affecting people physically and psychologically,
becomes challenging, and its study is critical.
In a study carried out by the Global Union in
Commerce, Services and Related Sectors (UNI),
an increase in technological and digital jobs is
revealed that has an impact on well-being and
dignity at work since the increased use of
technology provides a sense of control and
harassment, which causes stress in workers,
intensifying work and pressure, since the limits
between personal time and work time become
blurred, thus affecting the perception of decent
work (Pilinger, 2017).
Teleworking has become a necessary tool for
labor, social and economic transformation at a
national and international level, considered a
phenomenon of organizational development. It is
there where it becomes crucial to emphasize
health and safety at work because, for the
Organización Internacional del Trabajo (ILO), it
is a principle of protection for workers by
organizations that monitor the prevention of
occupational diseases and accidents, since
according to the same entity, every year two
million people die from these conditions
(Bonilla-Prieto et al., 2014).
Studying the relationship between mobbing and
teleworking is relevant since it directly affects
the worker, causing physical, psychological, and
social conditions. Given the importance and
growing modality of teleworking, it becomes
imperative to pay attention to the consequent
problems in the area of Safety and Health at
Work (OSH) since the main objective is to
prevent injuries and illnesses caused by work
circumstances, promote health, and improving
their conditions in the work environment
(Ministerio de Protección Social de Colombia,
2015).
The presence of mobbing in teleworking can be
clarified according to (Oviedo-Vega &
Vásquez-Flores, 2016), who states that the
implementation of teleworking has modernized
the management of organizations. However, it
also brings negative implications, such as abuse
of power or workplace harassment by the
employer or any other colleague. Likewise, it can
develop ascending, descending, or horizontally
and involves the workers.
Therefore, as has been exposed, mobbing can
occur in teleworking since it meets the
characteristics of a regular job, such as: having
bosses and colleagues; meeting goals; workload,
among others. In the interaction process of the
actors in this environment (bosses, subordinates,
and colleagues), there is the possibility that this
phenomenon occurs, and the future of abuse of
power, exclusion, or creation of rumors, among
others, affects the organizational climate and
unleashes workplace bullying.
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Moobing as a Psychosocial Risk
General approaches to occupational risks apply
to the field of psychosocial risks. An
occupational psychosocial risk is a fact, event,
situation, or state that, due to the organizational
form of work, has a high probability of affecting
the worker's health, whose consequences are
usually necessary. Psychosocial risks, unlike
psychosocial factors, are not organizational
conditions but facts, situations, or states of the
consequent organism, with a high probability of
damaging workers' health (Zachmann, 2014).
A characteristic of psychosocial risks is their
high probability of causing significant harm. The
consequences are more likely to appear and more
likely to be more serious (Benavides, 2016).
Psychosocial risks do not refer to marginal or
secondary aspects of the organizational
conditions of work but to elements of people that
can:
1. They affect the fundamental rights of the
worker: physical and personal integrity,
liberty, and health. The most cited
psychosocial risks, and generally more
admitted as such, are violence and
workplace or sexual harassment that
threaten physical or personal integrity,
dignity, or privacy, elements of the
fundamental rights of workers.
2. Psychosocial risks affect worker health
through stress response mechanisms (Peiró,
2001). As collected by the ILO and the
WHO, such responses are mediated by
perception and contextual mechanisms; the
effects on worker health caused by stress are
modulators (Organización Internacional del
Trabajo, 2020).
3. Psychosocial risks have repercussions on the
physical health of workers, with notable
effects on mental health and adaptation
processes, their mental stability, and
balance. Current data indicates that anxiety,
depression, and other indicators of poor
mental health are associated with exposure
to psychosocial risks (European Agency for
Safety and Health at Work, 2000).
Figure 1. Relationship of study variables.
Note. Mobbing (MOOB), Psychosocial Risks (RPS), and Telecommuting (TLT).
Source: Own elaboration.
After exposing the criteria regarding the
implications of teleworking and mobbing, and
the latter as a psychosocial risk, Figure 1 shows
the relationship between the effects of these on
the worker to establish points of agreement
between them.
Mobbing can occur in teleworking as long as it
allows the emergence of psychosocial risks;
however, it doesn't need to happen. One of the
types of mobbing that can most likely occur in
this work modality is the descending type since,
with the use of ICTs, it is possible to have greater
control and communication towards employees,
turning this work into a more difficult task.
Strenuous instead of making it more flexible
(Oviedo-Vega & Vásquez-Flores, 2016).
Another study indicates that factors at work, such
as support given by the organization; balance
between work tasks and household tasks;
changes in job demands; development of labor
RPS
Basic elements of the
organizational forms
of work that affect
health
MOOB
Physical and
psychological
consequences: stress,
tension, insecurity,
strenuous work
activity
TLT
Isolation, abuse of
power, work
overload, feeling of
control, harassment
during working hours
and diffuse personnel
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competencies and training; Job instability, and
financial stress are associated with the
development of different disorders, such as
anxiety, depression, and burnout syndrome, the
consequence of which is an increase in job stress
and a decrease in the mental health of employees
(Lulli et al., 2021). According to a study carried
out at the beginning of 2020 on workers from six
Latin American countries, Ecuador has the
second highest stress levels in the region, 54%,
surpassed by Venezuela with 63% (Mejía et al.,
2020).
According to Robles-Acosta et al., (2020) in
Mexico, the established measures resulted in
changes in the employment situation of the
workers of the organizations, generating
different affectations depending on the activity
they carry out, limiting the assistance of workers
in the economic areas to their employment,
adjusting the charges work and generating
changes in interpersonal relationships and their
possible effects on phenomena such as burnout.
As it has been possible to specify, there are
coincident points between the study variables,
making it clear that mobbing is categorized as
one of the psychosocial risks.
The importance of psychosocial risks and their
impact on workers' health has forced the
development of legal coverage. Well, for a long
time, the problems generated by psychosocial
factors have been addressed generically.
Currently, there is developing legislation that
addresses stress, violence, and harassment.
Table 1.
Matching points representing psychosocial risks.
Variable 1 MOOB
Variable 2 TLT
Break in your interpersonal relationships
Sense of isolation
Hostile or immoral conduct
Work overload
Psychological, verbal, or sexual abuse
Feeling of control and Harassment due to the use of
technology
Intimidation/threats
Schedule flexibility
Abuse of power and control
Diffuse personal and work time
Decreased productivity, increased absenteeism,
and turnover
Increased productivity, decreased absenteeism
Abuse of power and control
tensión, insecurityStress,
Strenuous work activity
Physical and psychological consequences
Note: The characteristics of mobbing with teleworking have been specified to determine those common
characteristics, which are part of the psychosocial risks.
Source: Own elaboration.
In Ecuador, progress has been made to eradicate
or reduce the danger of workplace harassment
and its related risks through the promulgation of
the Organic Law Reforming the Organic Law of
Public Service and the Labor Code to prevent
Labor Harassment (Asamblea Nacional, 2017)
and the Ministerial Agreements, such as MDT-
2017-0135 Instructions for compliance with the
obligations of public and private employers
(Ministerio de Trabajo act., 2021). Article 10
establishes the responsibility of identify and
evaluate occupational risks, as well as the
obligation to carry out training and training
programs in occupational risk prevention,
including psychosocial violence; and Ministerial
Agreement MDT-2020 - 244, on the other hand,
establishes the protocol for the prevention and
care of cases of discrimination, workplace
harassment and/or all forms of violence against
women at work (Ministerio de Trabajo, 2020a).
The inclusion of workplace bullying within the
psychosocial risks became necessary due to the
lack of regulation of constitutive behaviors and
its alarming consequences that have caused
inadequate management by organizations, which
has led to the numbers increasing. Making it a
topic of great interest and, therefore, attention to
propose measures that help reduce workers'
exposure to this risk factor
(De Miguel Barrado & Prieto-Ballester, 2016).
As can be seen in Table 1, there is a similarity
between the harmful characteristics of
teleworking with those of mobbing. There is an
excellent line between one and the other if
preventive measures are not taken in the
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teleworking modality, which could cause
crossover from one to the other. The
characteristics of each of the variables and those
that are common and are considered
psychosocial risk are appreciated.
Methodology
The research exposed concerns about the type of
retrospective study because it was carried out
during the year 2020, analyzing the results of the
application of said survey in personnel belonging
to the public and private sectors, with a total of
508 respondents, 38% of the agricultural
industry. Veterinary, textile, food, and
construction, 34% from the public and private
health sector, from the SME industrial sector,
42% work in the administrative area, and 58% in
operations. Of which 40% are women and 60%
are men, Ecuadorians of mestizo self-
identification, with an average of 30 years of age.
In addition, statistical knowledge was used to
determine the effect of workplace bullying as
part of the psychosocial risks in the field of
teleworking for both public and private workers
in Ecuador (Ochoa-Sangrador, 2020, p. 15).
To develop the present investigation, the
methodology was applied qualitatively, given the
need to know the incidences of workplace
bullying as a psychosocial risk within the field of
teleworking in Ecuador through surveys carried
out on a group of workers taken at random.
Through a random sample of the study, the
convergence was given through the guide for the
application of the survey for the evaluation of
psychosocial risk prepared by the Directorate of
Safety, Health at work, and integral management
of health risks of the Ministerio de Trabajo
(2018).
The information supporting this study must be
obtained to validate the research process. The
statistical data of the registered workers by
sectors and economic activity of the Ministerio
de Trabajo of Ecuador was used to gather
meaningful information on the subject raised.
Obtained the integration of these documents,
such as statistics of employees, and formal and
informal workers, the respective analysis was
carried out with the contribution of the SPSS
econometric program, and the information that
could contribute revealing data to the
development of this study was selected.
Results and Discussion
One of the most common statistical analyses in
sociological studies, which is used to compare
two independent groups of data concerning a
numerical variable, is the non-parametric chi-
square test. It is applied to establish the null
hypothesis in the following way: there is no
relationship between the two types of variables;
dimension of evaluation of psychosocial risk and
impact on work stress in citizens who, due to the
effect of the Covid-19 pandemic, had to carry out
teleworking in certain activities of the economy.
In other words, the assumption is made that the
correlation between these two variables can be
considered a comparison, yes or no significant
(Ochoa-Sangrador, 2020).
Table 2.
Characteristics of psychosocial risks.
Results by the dimension of psychosocial risk assessment
Survey Dimensions
Low Risk
Medium Risk
High Risk
Other Important Points: Discriminatory Workplace
Harassment
13-16
8-12
4-7
Other Important Points: Workplace Bullying
7-8
5-6
2-4
Other Important Points: Sexual Harassment
7-8
5-6
2-4
Note: Taken from Ministerio de Trabajo (2018).
The mathematical model is based on a correlation
analysis measuring incidence levels through a
technical sample of 508 workers to whom a
survey was developed with multivariate
questions directed at stress levels ranging from
low risk to up to high, with dimensionless values
ranging from 2 to 8, as shown in Table 2.
Once the incidence of the sample was
established, the information on the variables
measured in the dimensions of the survey was
elaborated, and they are shown in table 3 below.
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Table 3.
Cases of Work Stress by Level of Harassment.
LEVEL OF PSYSCOSOCIAL
WORK STRESS
HARASSMENT
No. of Workers
8
56
6
71
4
76
2
51
2
20
7
15
2
10
8
76
5
28
6
25
4
25
7
20
5
15
2
20
508
Source: Own elaboration.
Once the regression statistic is established, which
describes the strength of the relationship between
these two variables on an interval or ratio scale, it is
seen that the correlation coefficient is 0.34. It is a
proportion or percentage; it can be said that 34% of
the variation in the number of workers who have
suffered some type of stress in their daily work is
explained or accounted for by the levels of
workplace harassment to which they have been
exposed in teleworking.
The correlation coefficient (R); measures the
strength of the linear relationship between two
variables, while P is the correlation coefficient that
determines the probability of incidence of
correlation between the two variables studied,
which are: psychosocial dimension versus the
number of workers. When the points on the
scatterplot appear close to the line, it is observed
that the correlation coefficient is usually high.
Therefore, the standard error of estimate and the
coefficient of relationship relate to the same
information but use a different scale to report the
strength of the relationship. The correlation
between the levels of harassment and the number of
workers with job stress was objective and
characteristic (R = 0.34, P < 0.01, n = 114), which
shows that areas with significant numbers of
workers report being at higher risk levels (see table
4).
Table 4.
Correlation between the Level of Psychosocial Risk and the Number of Workers with Occupational stress
in Teleworking.
Regression Statistics
Multiple Correlation
Coefficient
0,32454188
Determination
Coefficient R^2
0,10532743
R^2 ajusted
0,03077139
Typical Error
2,21345824
Observations
14
Degrees of
Freedom
Sum of
Squares
Average of the
Squares
F
Critical Value
F
Regression
1
6,92151705
6,92151705
1,41272824
0,25759437
Waste
12
58,7927687
4,89939739
Total
13
65,7142857
Coefficients
Typical Error
t-Statistic
p-value
lower 95%
Interception
3,76788305
1,09078504
3,45428561
0,00476714
1,39126662
Variable X1
0,03001897
0,02525611
1,18858245
0,25759437
0,02500937
Source: Own elaboration.
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Established the linear correlation analysis between the two variables analyzed and with the help of the Chi-
square, Table 5 can be arranged:
Table 5.
Chi-Square of the Psychosocial Risk Level Cases.
o
f
e
f
e
f –
o
f
2
)
e
f -
o
(f
8
7,56
56
56,4
6
9,09
71
67,9
4
9,44
76
70,6
2
6,26
51
46,7
2
2,60
20
19,4
7
2,60
15
19,4
2
1,42
10
10,6
8
9,92
76
74,1
5
3,90
28
29,1
6
3,66
25
27,3
4
3,42
25
25,6
7
3,19
20
23,8
5
2,36
15
17,6
2
2,60
20
19,4
68
68
508
508
Source: Own elaboration.
The calculated X2 is 28,20 and is in the rejection
region beyond the critical value of 27,70.
Therefore, the decision is to reject H0 with a level
of 0.05 and accept H1. The difference between
the observed and expected frequencies is not due
to chance. Instead, the differences between
Buddha and Faith are large enough to be
considered significant. The chance that these
differences are due to sampling error is minimal.
The non-parametric chi-square test yielded a
value of 28.20, which is distant from the values
recorded in the table, which is 27,7, meaning
that it is outside the left of the Gauss curve.
Therefore it meets the null hypothesis (H0),
which indicates that, in general terms, there is a
direct correlation between the levels of
psychosocial risk to which the majority of
workers are exposed versus some of the
categories that work stress can trigger.
Research hypotheses are presented for future
analysis.
H0: The presence of exposure to workplace
bullying in both public and private companies
does NOT directly affect the generation of work
stress in the telecommuting personnel.
H1: The presence of exposure to the levels of
workplace bullying in both public and private
companies directly affects the generation of work
stress in the personnel who work telecommuting.
After establishing the null and alternative
hypotheses, the next step is developing the
significance level. The probability of rejecting
the null hypothesis when it is true.
The significance level is expressed by the Greek
letter alpha α and is sometimes also known as the
risk level. This is perhaps a more appropriate
term because it is the risk of rejecting the null
hypothesis when it is true. No single significance
level applies to all tests; a decision is made to use
the 0.05 level (often expressed as the 5% level),
the 0.01 level, the 0.10 level, or any other level
between 0 and 1. Typically, the 0.05 group is
selected for research projects; the 0.01 level is for
significance assurance before formulating a
decision rule and collecting sample data.
Degrees of Freedom (gl) = (number of lines - 1)
(number of columns - 1)
Lines =
14
Columns =
2
gl =
(14-1) * (2-1)
gl =
13
Significance Level =
0,01
According to table =
27,7
Reject the H0: si


28,20 27,7
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For the elaboration of the statistical analysis, the
Ministerio de Trabajo (2020b) data was obtained
concerning the data of workers in the public and
private sectors, in the sectoral spheres, and of the
different activities registered in the classification.
International Uniform Industrial Industry,
mentioned above, since it is the only state
institution that reports the information inherent to
the economically active population, both for
global employment and adequate employment.
The importance of the implementation of non-
parametric techniques (chi-square); for the
analysis of the correlation between workplace
bullying and the levels of stress in the mass of
workers who incurred teleworking in times of
pandemic indicated that, indeed, these do
generate a sufficient impact on the psychosocial
risks to which workers are exposed. Workers, a
contribution that, through this study, can be
visible to the institutions that generate
contributions to the community or to the
beneficiary population of teleworking.
Conclusions
The results of the information obtained through
psychosocial risk surveys should lead to the
establishment of corrective measures that allow
adequately distributing of the time assigned to
work tasks to reduce the psychological demand
on the worker. However, said results generally do
not generate improvement actions.
As established in the review of the literature and
the field mentioned above studies, the line of
transition in modalities of teleworking towards
mobbing and psychosocial risks is usually
excellent, for which it is necessary to clearly
define the processes, as well as the forms of
monitoring and reporting that do not detract from
the worker's autonomy. In addition,
organizations must permanently monitor the
relationships of bosses with their work teams
since, as has been stated, it is in this type of
relationship that mobbing occurs most
frequently.
The double presence affects teleworking, so
strategies are necessary to organize time and
tasks and adequately divide the work of domestic
and personal activities; for this, clearly defined
schedules must be established without exceeding
the communications or requirements outside this
time through electronic means.
The presence of mobbing has been manifested
mainly by the work environment of long
teleworking hours with little rest, missed
deadlines, and the need to keep jobs. In addition,
the hostile environment that physically and
psychologically affects workers adds to complex
problems in the family environment.
The correlation analysis applied to measure the
levels of incidence of labor stress of teleworking
workers resulted in the acceptance of the null
hypothesis, demonstrating that the presence of
exposure to workplace bullying in companies
directly affects the generation of work stress in
the personnel that works in telework.
The tripartite elements of this investigation,
which are mobbing, teleworking, and
psychosocial risks, have played a determining
role for the labor force. However, it is true that
more than 70% have returned safely to their
workplaces. Face-to-face, however, there are
other organizations. This experience has led them
to propose the virtual modality as one of the
complementary modalities for saving
administrative expenses and increasing
"production" or instead for the unconditionality
of the worker.
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