O assédio moral no trabalho na percepção dos Técnicos Administrativos em Educação da Universidade Federal de Juiz de Fora

Abstract

Research objective: Workplace harassment has become one of the main forms of violence present in contemporary organizations, also affecting public higher education institutions and impacting labor relations, employees’ health, and the quality of public services. In this context, this research aimed to analyze the perception of Administrative Technical Staff in Education at the Universidade Federal de Juiz de Fora (UFJF) regarding the concepts and practices that characterize workplace harassment and how the institutional policy implemented in 2024 has influenced this perception. Theoretical framework: The theoretical perspective adopted is situated within the research line “Public Administration and Organizations,” articulating discussions on symbolic violence, workplace harassment, power relations, public organizations, and anti-harassment policies in the university context. The theoretical framework is based on the contributions of Pierre Bourdieu concerning power and symbolic violence, engaging in dialogue with authors such as Marie-France Hirigoyen and other scholars of workplace violence. Methodology: This is a descriptive study with a qualitative approach, based on literature review and documentary research. For the collection of empirical data, a questionnaire was administered to Administrative Technical Staff in Education linked to specific dean’s offices at UFJF. The data obtained were analyzed qualitatively, considering the main themes and categories related to the understanding of the phenomenon, its manifestations and consequences, while also taking into account the context of the institutional policy. Results: The results showed that the participants have a relatively consistent perception of the elements that characterize workplace harassment, recognizing abusive practices when they manifest themselves more explicitly. However, the data also demonstrated that certain situations of violence become normalized in the institutional routine, while some legitimate management practices and exercises of managerial authority may be mistakenly interpreted as workplace violence. In addition, the study identified the need to expand the dissemination of the institutional policy and its actions among employees. Originality/relevance: The originality of this research lies in the debate on workplace harassment by taking as its object of analysis the perception of employees at a federal university after the implementation of a specific institutional anti-harassment policy. Practical contributions (impact): As a practical contribution, the research resulted in the development of a final technical report aimed at training UFJF employees, structured through an instructional design proposal for a training course on workplace harassment. It is expected that the study will contribute to strengthening preventive actions, consolidating the institutional policy, and promoting more ethical, healthy, and democratic labor relations within the university environment.