| Summary: | This article examines the peculiarities of mobbing at the workplace, the term referring to a widespread social problem, namely — the harassment of one or several employees in a working collective. Many researchers in different countries around the world declare mobbing to be the “social disease” of the 21st century. Despite there being a large amount of articles, reviews, monographs and practical guides which contain advice on how to deal with such situations for those who have encountered such problems (including managers of organizations), a systemized mobbing theory has yet to emerge. The author assumes that the use of an interdisciplinary approach can facilitate this, especially considering that this phenomenon is already being studied by researchers who represent several different disciplines — psychologists, medics, sociologists, managers and legal experts. When it comes to the context of sociological analysis, it would be fitting to speak of a certain “inner inter-disciplinarity” — looking into mobbing at the line where sociology of conflict, sociology of management, sociology of organizations, sociology of emotions and deviantology meet. The article contains a comparative analysis of mobbing, bullying and conflict. The conclusions are substantiated by thoughts from reputable foreign, Russian and Ukrainian researchers. Personal, organizational and societal determinants of mobbing are systemized. Analyzed are means of mobbing management, for use on a personal, organizational and legal level. Identified are the prospects for further examining the issue of mobbing at the workplace.
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