사업장의 허위괴롭힘 신고와 진(眞)괴롭힘 신고 대응사례비교연구
Case Studies of the True and False Workplace Bullying Claims Management within the Same Organization
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초록
본고에서는 1~2년 이내에 허위괴롭힘 신고와 진(眞)괴롭힘 사건이 모두 접수된 사업장 7곳의 사례를 분석하였다. 연구목적을 위해 해당되는 7개 조직에 근무하면서 직장 내 괴롭힘을 신고ㆍ상담했거나 그런 동료를 목격한 12명의 근로자를 인터뷰하고, 같은 사업장 안에서 발생한 허위신고 사례와 비교하였다. 질적분석 결과, 사업장의 신고 대응 시, 행위의 심각성보다 누가 신고되었고, 어떤 방식으로 신고되었는지에 더 영향을 받을 가능성이 제기되었다. 진(眞)괴롭힘 신고는 주로 힘있는 가해자를 대상으로 이뤄졌으며, 사측은 그런 가해자를 보호하고 피해자를 희생시키거나 신고를 억압하는 방식으로 대응했다. 허위신고 사건에서 사측이 힘없는 피신고인을 희생시켰던 것과 차이가 있다. 이런 결과는 조직이 직장 내 괴롭힘 신고에 대해 근로자의 희생을 대가로 책임감과 관여도를 최소화하려는 방향으로 움직이고 있을 가능성을 보여주었다. 분석결과를 바탕으로 몇 가지 시사점이 도출되었다.
Abstract
The paper began from the assumption that under the mishandling of false workplace bullying claim lay the managements’ responsibility- avoidant tendency. The interviews with 12 participants from seven organizations that had handled false workplace bullying claims were analyzed. All of them had experienced true workplace bullying and alerted the management or witnessed a colleague who did. Qualitative analyses highlighted that organizations appeared to be more influenced by whom the bullying claims were on and how the claims were made than the severity of the reported behaviors. True bullying claims were usually on someone with a high level of organizational position and power and the organizations acted to protect the perpetrators, sacrificing the victims and suppressing their claims. The organization had acted the opposite way in false claim cases. The results showed the possibility that organizations acted to minimize their responsibility and involvement in bullying claims at the cost of employee(s) with limited power within the organization. The paper drew a number of practical implications based on the results.
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