The effect of the mobbing (psychological violence) on organizational commitment in workplace

This research is aiming to explore the results of mobbing (psychological violence) on employees? organizational commitment in workplaces. Mobbing takes many forms and is often used to force an employee to leave the work environment.Two different types of scales have been reviewed and revised for use in the research. The Heinz Leymann scale is the first measure, which was developed to define causes and effects, in addition to characteristic behaviors of mobbing. The second scale was developed by Allen and Mayer and indicates levels of organizational commitment.In this research, a questionnaire were applied to 320 employees in a university hospital in Ankara to search mobbing itself and indicate the effects of mobbing to organizational commitments.In this research, %78,7 of 320 respondents told that they were exposed to mobbing. Notwithstanding, %31,6 of these respondents declared that these mobbing behaviors lasted for 2-5 years running. According to results, stress in job is the most important reason of mobbing (%68). On the other hand of the reactions to mobbing ?being nervous? takes the first place (%63,9).One of the important findings of this research indicates no connection between mobbing and organizational commitment. On the other hand, this research shows a significant relationship between mobbing and emotional and normative commitments, which are sub-categories of organizational commitment. However, no positive relationship was found between mobbing and the commitment to continuance employment.