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Perceções de assédio moral e cultura organizacional: setor bancário e IT
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Orientador(es)
Resumo(s)
O assédio moral é um fenómeno reconhecido mundialmente como um problema tanto
laboral como social no ambiente organizacional. A sua visibilidade aumentou com a
consciencialização sobre os direitos humanos e a cidadania. A cultura organizacional é
apontada como um fator que pode potenciar este fenómeno, especialmente em ambientes
com hierarquias rígidas, alta competição, ausência de comunicação eficaz e centralização
de poder. Quando tolerado, o assédio moral pode normalizar-se dentro da organização,
criando uma cultura tóxica onde abusos são vistos como comuns.
A proposta de investigação, através de uma abordagem metodológica qualitativa
(entrevistas), visa compreender como a cultura organizacional pode fomentar o assédio
moral e identifica quais os tipos de cultura que estão mais associados ao seu surgimento
e perpetuação. Um estudo comparativo entre o setor bancário e o setor de tecnologia da
informação (IT) revela diferenças importantes. No setor bancário, prevalece uma cultura
burocrática e hierárquica, com regras rígidas, formalidade e controlo, o que dificulta a
inovação e facilita a proliferação de comportamentos abusivos. O assédio moral é muitas
vezes normalizado, com exemplos de humilhação pública, abusos verbais e sobrecarga
de trabalho, afetando gravemente o bem-estar dos colaboradores. Já no setor de IT,
predomina uma cultura de inovação, com flexibilidade, descentralização e incentivo à
criatividade. A ocorrência de assédio moral é menos comum e, quando presente, tende a
ser vista como casos isolados.
As organizações desempenham um papel crucial na prevenção do assédio moral, e
medidas como programas de formação, canais de denúncia e o fortalecimento da
transparência são essenciais para criar um ambiente de trabalho mais saudável. O estudo
conclui que a cultura organizacional pode potenciar o assédio moral, e a sua perceção é
fundamental para a implementação de políticas eficazes de combate e prevenção.
Moral harassment is a phenomenon recognized worldwide as both a labor and social problem in organizational environments. Its visibility has increased with the awareness of human rights and citizenship. Organizational culture is identified as a factor that can intensify this phenomenon, especially in environments with rigid hierarchies, high competition, a lack of effective communication, and centralized power. When tolerated, moral harassment can become normalized within the organization, creating a toxic culture where abuses are viewed as commonplace. The research proposal, through a qualitative methodological approach (interviews), aims to understand how organizational culture can foster moral harassment and to identify which types of culture are most associated with its emergence and perpetuation. A comparative study between the banking sector and the information technology (IT) sector reveals significant differences. In the banking sector, a bureaucratic and hierarchical culture prevails, characterized by strict rules, formality, and control, which hinders innovation and facilitates the proliferation of abusive behaviors. Moral harassment is often normalized, with examples of public humiliation, verbal abuse, and excessive workloads, severely affecting employee well-being. In contrast, the IT sector is dominated by a culture of innovation, characterized by flexibility, decentralization, and encouragement of creativity. The occurrence of moral harassment is less common and, when present, tends to be viewed as isolated cases. Organizations have a fundamental role to play in preventing moral harassment, and measures such as training programmes, whistleblowing channels and increased transparency are essential for creating a healthier working environment. The study concludes that organizational culture plays a significant role in the emergence of moral harassment, and understanding it is fundamental to implementing effective policies to combat and prevent it.
Moral harassment is a phenomenon recognized worldwide as both a labor and social problem in organizational environments. Its visibility has increased with the awareness of human rights and citizenship. Organizational culture is identified as a factor that can intensify this phenomenon, especially in environments with rigid hierarchies, high competition, a lack of effective communication, and centralized power. When tolerated, moral harassment can become normalized within the organization, creating a toxic culture where abuses are viewed as commonplace. The research proposal, through a qualitative methodological approach (interviews), aims to understand how organizational culture can foster moral harassment and to identify which types of culture are most associated with its emergence and perpetuation. A comparative study between the banking sector and the information technology (IT) sector reveals significant differences. In the banking sector, a bureaucratic and hierarchical culture prevails, characterized by strict rules, formality, and control, which hinders innovation and facilitates the proliferation of abusive behaviors. Moral harassment is often normalized, with examples of public humiliation, verbal abuse, and excessive workloads, severely affecting employee well-being. In contrast, the IT sector is dominated by a culture of innovation, characterized by flexibility, decentralization, and encouragement of creativity. The occurrence of moral harassment is less common and, when present, tends to be viewed as isolated cases. Organizations have a fundamental role to play in preventing moral harassment, and measures such as training programmes, whistleblowing channels and increased transparency are essential for creating a healthier working environment. The study concludes that organizational culture plays a significant role in the emergence of moral harassment, and understanding it is fundamental to implementing effective policies to combat and prevent it.
Descrição
Palavras-chave
Assédio moral Cultura Organizacional Setor Bancário Setor IT Moral harassment Organizational Culture Banking Sector IT Sector
Contexto Educativo
Citação
Graça, Andreia Filipa Teixeira da (2025). “Perceções de assédio moral e cultura organizacional: setor bancário e IT”. Dissertação de Mestrado. Universidade de Lisboa. Instituto Superior de Economia e Gestão
Editora
Instituto Superior de Economia e Gestão