Bullying is the practice of harassing and disqualifying one or more workers through repeated
actions and behaviors in the workplace, harming not only the person being beaten but also the
performance of the organization. The literature explains the consequences of bullying can be
grouped at the individual, organizational and societal levels. The role in preventing bullying is
the responsibility of the institution and can be done through and prevention and intervention
in cases. This work aimed to analyze the phenomenon of moral harassment among the
administrative technicians of the Federal University of Tocantins. The research has a
quantitative and qualitative character, and data collection was operationalized through the
application of questionnaires with 336 administrative technicians; documentary research in
which 5 disciplinary administrative processes and investigations were analyzed and 12 semistructured
interviews with victims of harassment and with members of the personnel
management sector. The questionnaire, to be applied in an online platform, was constructed
from two instruments already validated and internationally recognized, namely: NAQ-R
(Negative Acts Questionnaire-revised) LIPT (Leymann Inventory of Psychological
Terrorization). To analyze the data from the applied questionnaires we followed a quantitative
analysis approach through descriptive techniques, since interviews and documentary research
will be analyzed from a qualitative approach through content analysis. In the end we find that
the main practices of bullying experienced by administrative technicians are to request tasks
that are below the level of competence of the server, retain information that can affect their
performance at work, ignore or delete the server, expose the server to an excessive load of
work. The self-reported victims reported physical and psychic problems, among the most
cited are stress, insomnia, anxiety and sadness. In addition to these problems, they also
experienced damages in their personal and professional lives, mainly loss of relationships,
losses in the exercise of maternity / paternity, and, in the professional scope, discouragement
for work. In the organizational context, high turnover, absenteeism and reduction in the
quality of tasks were detected. As for the role of the organization little has been done to
prevent bullying in UFT. There is no prevention policy and the interventions undertaken do
not seem to be effective.
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