{"id":{"repo_id":"brazil-ufrn","oai_identifier":"oai:repositorio.ufrn.br:123456789/63153"},"canonical_url":"https://search.dev.ndltd.org/etd/brazil-ufrn/oai:repositorio.ufrn.br:123456789/63153","repository":{"repo_id":"brazil-ufrn","name":"Brazil UFRN","base_url":"https://repositorio.ufrn.br/server/oai/request"},"display":{"title":"Diagnóstico do enfrentamento ao assédio moral: um estudo de caso no município de Parnamirim/RN","abstract":"Bullying at work is a type of psychological violence that is characterized by abusive, repetitive and systematic conduct, which exposes workers to humiliating and embarrassing situations. To be considered moral harassment, negative conduct must be directed at a specific person or group, in a relationship of power and strength, with the aim of harming the offended party. Common in the private sector, where competitiveness and profit prevail, this type of harassment also occurs in the public administration, especially when it is organized in a hierarchical manner due, in part, to the precariousness of labor relations. This study aimed to investigate how moral harassment is dealt with in the Municipal Government of Parnamirim, in the state of Rio Grande do Norte-RN. The relevance of the topic justifies the investigation, which sought to make a diagnosis based on the analysis of documents and statistical data related to the incidence of harassment in the institution, a survey of available institutional policies and programs and the impacts of the actions taken, and also the identification of challenges in the prevention and resolution of conflicts and the need for improvements in processes from the perspective of employees. The investigation was configured as a case study, in which the aim was to carry out the diagnosis using documentary and field research as a strategy, having as main data collection instruments, in addition to consulting the available documentation, the use of an open questionnaire, as well as hearings with the managers responsible for the channels for receiving and evaluating complaints related to the topic in focus. Between 2022 and 2023, the Ombudsman's Office of the City of Parnamirim/RN registered 10 complaints of moral harassment, associated or not with other types of violence at work, made by employees. However, the results obtained indicate that the institution treats the matter with inattention, does not have multidisciplinary teams to welcome the complainants and does not act to raise awareness through information and support products and events, thus identifying a lack and need for the implementation of effective actions to prevent, intervene in and combat harassment. Considering that this type of violence causes harm to both the victim and the organization and society as a whole, it is suggested that a Program be created to prevent, combat and confront moral harassment within the scope of the Municipal Government of Parnamirim/RN.","abstract_html":"Bullying at work is a type of psychological violence that is characterized by abusive, repetitive and systematic conduct, which exposes workers to humiliating and embarrassing situations. To be considered moral harassment, negative conduct must be directed at a specific person or group, in a relationship of power and strength, with the aim of harming the offended party. Common in the private sector, where competitiveness and profit prevail, this type of harassment also occurs in the public administration, especially when it is organized in a hierarchical manner due, in part, to the precariousness of labor relations. This study aimed to investigate how moral harassment is dealt with in the Municipal Government of Parnamirim, in the state of Rio Grande do Norte-RN. The relevance of the topic justifies the investigation, which sought to make a diagnosis based on the analysis of documents and statistical data related to the incidence of harassment in the institution, a survey of available institutional policies and programs and the impacts of the actions taken, and also the identification of challenges in the prevention and resolution of conflicts and the need for improvements in processes from the perspective of employees. The investigation was configured as a case study, in which the aim was to carry out the diagnosis using documentary and field research as a strategy, having as main data collection instruments, in addition to consulting the available documentation, the use of an open questionnaire, as well as hearings with the managers responsible for the channels for receiving and evaluating complaints related to the topic in focus. Between 2022 and 2023, the Ombudsman's Office of the City of Parnamirim/RN registered 10 complaints of moral harassment, associated or not with other types of violence at work, made by employees. However, the results obtained indicate that the institution treats the matter with inattention, does not have multidisciplinary teams to welcome the complainants and does not act to raise awareness through information and support products and events, thus identifying a lack and need for the implementation of effective actions to prevent, intervene in and combat harassment. Considering that this type of violence causes harm to both the victim and the organization and society as a whole, it is suggested that a Program be created to prevent, combat and confront moral harassment within the scope of the Municipal Government of Parnamirim/RN.","abstract_has_math":false,"creators":["Silva, Danrlley Soares da"],"institution":"Universidade Federal do Rio Grande do Norte","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":["Rêgo, Denise Pereira do"],"committee_chairs":[],"committee_members":[],"year":2024,"date_issued":"2024-11-18","date_published":"2024-11-18","updated_at":"2026-07-24T01:20:51Z","subjects":["Assédio moral","Precarização do trabalho","Diagnóstico"],"languages":["pt_BR"],"rights":["Acesso Aberto"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://repositorio.ufrn.br/handle/123456789/63153","outbound_label":"Repository record","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["Rêgo, Denise Pereira do"]},{"key":"dc:creator","label":"Author","values":["Silva, Danrlley Soares da"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2025-03-21T19:32:45Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2025-03-21T19:32:45Z"]},{"key":"dc:date.issued","label":"Date","values":["2024-11-18"]},{"key":"dc:publisher","label":"Institution","values":["Universidade Federal do Rio Grande do Norte"]},{"key":"dc:type","label":"Dc Type","values":["masterThesis"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Assédio moral","Precarização do trabalho","Diagnóstico"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["pt_BR"]},{"key":"dc:rights","label":"Dc Rights","values":["Acesso Aberto"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["https://repositorio.ufrn.br/handle/123456789/63153"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Bullying at work is a type of psychological violence that is characterized by abusive, repetitive and systematic conduct, which exposes workers to humiliating and embarrassing situations. To be considered moral harassment, negative conduct must be directed at a specific person or group, in a relationship of power and strength, with the aim of harming the offended party. Common in the private sector, where competitiveness and profit prevail, this type of harassment also occurs in the public administration, especially when it is organized in a hierarchical manner due, in part, to the precariousness of labor relations. This study aimed to investigate how moral harassment is dealt with in the Municipal Government of Parnamirim, in the state of Rio Grande do Norte-RN. The relevance of the topic justifies the investigation, which sought to make a diagnosis based on the analysis of documents and statistical data related to the incidence of harassment in the institution, a survey of available institutional policies and programs and the impacts of the actions taken, and also the identification of challenges in the prevention and resolution of conflicts and the need for improvements in processes from the perspective of employees. The investigation was configured as a case study, in which the aim was to carry out the diagnosis using documentary and field research as a strategy, having as main data collection instruments, in addition to consulting the available documentation, the use of an open questionnaire, as well as hearings with the managers responsible for the channels for receiving and evaluating complaints related to the topic in focus. Between 2022 and 2023, the Ombudsman's Office of the City of Parnamirim/RN registered 10 complaints of moral harassment, associated or not with other types of violence at work, made by employees. However, the results obtained indicate that the institution treats the matter with inattention, does not have multidisciplinary teams to welcome the complainants and does not act to raise awareness through information and support products and events, thus identifying a lack and need for the implementation of effective actions to prevent, intervene in and combat harassment. Considering that this type of violence causes harm to both the victim and the organization and society as a whole, it is suggested that a Program be created to prevent, combat and confront moral harassment within the scope of the Municipal Government of Parnamirim/RN."]},{"key":"dc:title","label":"Title","values":["Diagnóstico do enfrentamento ao assédio moral: um estudo de caso no município de Parnamirim/RN"]}]}],"canonical_facts":{"dc:contributor.advisor":["Rêgo, Denise Pereira do"],"dc:creator":["Silva, Danrlley Soares da"],"dc:date.accessioned":["2025-03-21T19:32:45Z"],"dc:date.available":["2025-03-21T19:32:45Z"],"dc:date.issued":["2024-11-18"],"dc:description.abstract":["Bullying at work is a type of psychological violence that is characterized by abusive, repetitive and systematic conduct, which exposes workers to humiliating and embarrassing situations. To be considered moral harassment, negative conduct must be directed at a specific person or group, in a relationship of power and strength, with the aim of harming the offended party. Common in the private sector, where competitiveness and profit prevail, this type of harassment also occurs in the public administration, especially when it is organized in a hierarchical manner due, in part, to the precariousness of labor relations. This study aimed to investigate how moral harassment is dealt with in the Municipal Government of Parnamirim, in the state of Rio Grande do Norte-RN. The relevance of the topic justifies the investigation, which sought to make a diagnosis based on the analysis of documents and statistical data related to the incidence of harassment in the institution, a survey of available institutional policies and programs and the impacts of the actions taken, and also the identification of challenges in the prevention and resolution of conflicts and the need for improvements in processes from the perspective of employees. The investigation was configured as a case study, in which the aim was to carry out the diagnosis using documentary and field research as a strategy, having as main data collection instruments, in addition to consulting the available documentation, the use of an open questionnaire, as well as hearings with the managers responsible for the channels for receiving and evaluating complaints related to the topic in focus. Between 2022 and 2023, the Ombudsman's Office of the City of Parnamirim/RN registered 10 complaints of moral harassment, associated or not with other types of violence at work, made by employees. However, the results obtained indicate that the institution treats the matter with inattention, does not have multidisciplinary teams to welcome the complainants and does not act to raise awareness through information and support products and events, thus identifying a lack and need for the implementation of effective actions to prevent, intervene in and combat harassment. Considering that this type of violence causes harm to both the victim and the organization and society as a whole, it is suggested that a Program be created to prevent, combat and confront moral harassment within the scope of the Municipal Government of Parnamirim/RN."],"dc:identifier.uri":["https://repositorio.ufrn.br/handle/123456789/63153"],"dc:language":["pt_BR"],"dc:publisher":["Universidade Federal do Rio Grande do Norte"],"dc:rights":["Acesso Aberto"],"dc:subject":["Assédio moral","Precarização do trabalho","Diagnóstico"],"dc:title":["Diagnóstico do enfrentamento ao assédio moral: um estudo de caso no município de Parnamirim/RN"],"dc:type":["masterThesis"]},"updated_at":"2026-07-24T01:20:51Z"}