Analysis of mobbing from the perspective of Social Work: power and leadership as the antecedents of harassment

Abstract

Introduction. A Social Work study was conducted from a psychosocial perspective, examining workplace harassment (mobbing, either moral or psychological) within the organisational structure of Spanish city councils. Such a point of view allowed us to reflect on the factual reality of labour relations adopting a holistic approach, and thus integrating the different aspects that affected the object of study. In addition, the prevalence of mobbing in the Spanish Public Administration and the harmful effects of this phenomenon justified the present study. Workplace mobbing effects eventually become inherent health problems. They affect the bullied and lower the effectiveness and productivity of their work in these local organisations. A significant volume of empirical data exists on the antecedents of workplace bullying. No studies, however, have hitherto been conducted on this topic in the context of the administrative offices of the local government. There is also a broad agreement in psychosocial research that factors such as power and leadership play critical roles in the emergence of harassment in labour relations: the starting point is considered to be power abuse and, closely linked to it, certain types of leadership misuse. Hence, this study analysed the factors mentioned above in Spain's current legislation. The goal was to systematically explore the normative configuration of the organisational structure of municipalities and analyse its connection with the factors involved in the appearance of workplace bullying, specifically those linked to the exercise of power and leadership. Methodology. The methodology used was content analysis. The regulations establishing a city council's organisational structure were analysed, considering all the human resources domains which could be potentially affected. Results. The results show that the current regulation of the organisational structure of city councils does not address the prevention of workplace bullying in terms of power or leadership factors, despite the latter being linked to the appearance of the problem. Discussion. The possibilities of effective intervention against mobbing in the entity's current structure are discussed. Conclusions. To conclude, the formal treatment given to the factors exposed above within the legislation regulating the organisation and structure of city councils encourages mobbing.