| 摘 要： | Mobbing has been defined as a chronic asymmetric pattern of power relations and a consequent conflict transformed into a systematic discrimination or mistreatment at workplace which is expressed through unethical or aggressive communication （Leynman, 1996）. Mobbing occurs when an employee in the workplace is steadily subjected to aggressive behavior from more than one colleague or supervisor over a period of time, in a situation where the target finds it difficult to defend him/herself to escape this dire situation. Such a long term incivility tends to stigmatize the mobbed victim and may cause severe psychological trauma since （s）he is metaphorically in a straitjacket. In this double-bind and double-squeeze condition where （s）he can neither get out of the situation nor endure the ordeal, a positive outcome is unlikely. How do we differentiate mobbing from conflict in organizations and how are disputes converted into mobbing behavior, and if one may even do research on mobbing in a culture of＂organizational silence＂ and ＂obedience/submission＂ in a developing country will be the first theoretical research question. Whether systemic silence as a collective level phenomenon is not only an obstacle to healthy organizational communication and relationships, but also a serious barrier to development, participation and learning from malpractices is another relevant question. Most researches investigating the background of mobbing are based on either experiences of targets as victims or the critical cases including the perpetrators as mobber; Therefore, the findings are often at individual level and subjective. They are often ＂ex post facto＂ analysis of psychological dimensions （e.g., personality characteristics of mostly of mobbed victims and rarely of mobbers） or legal dimensions. There are few ＂ex ante＂ analyses of organizational culture dimensions so that preventive measures may be taken prior to any serious mobbing case is reported. This paper＇s objective is to approach mobbing as a function of group conflict and rumor that is uncontrolled for a long time. By exploring the background of mobbing in ten companies from service sector in IstanbuI-Turkey, this view is assessed. The findings confirmed that mobbing is a function of relational conflict and gossip particularly in companies with high positional power distance and highly centralized decision-making where high power imbalance between supervisors and subordinates are salient. Such organizations seem to be more conducive to concealed mobbing and survival than to development and participation of employees as ＂modus operandi＂.
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