155 | P age Information System Model as a Mobbing Prevention: A Case Study Dr. Ersin Karaman 1 , Dr. Kursat Timuroglu 2 , Dr. Mustafa Keskinkılıc 3 ARTICLE INFO ABSTRACT Available Online June 2014 In this study, it is aimed to detect mobbing issues in Atatürk University, Economics and Administrative Sciences Facultyand provide an information system model to prevent mobbing and reduce the mobbing risk. The study consists of two parts;i) detect mobbing situation via questionnaire and ii) design an information system based on the findings of the first part. The questionnaire was applied to research assistants in the faculty. Five factors were analyzed and it is concluded that research assistants have not been exposed to mobbing except the fact that they have mobbing perception about task assignment process. Results show that task operational difficulty,task time and task period are the common mobbing perception issues. In order to develop an information system to cope with these issues, assignment of exam proctor process is addressed. Exam time, instructor location, classroom location and exam duration are considered as decision variables to developed a linear programming (LP) model. Coefficients of these variables and constraints about the LP model are specified in accordance with the findings. It is recommended that research assistants entrusting process should be conducted by this method to prevent and reduce the risk of mobbing perception in the organization. Key words: Mobbing Prevention; Information System; Task Allocation; Linear Programming. Introduction Nowadays, many organizations struggle constantly to prevent psycho-violence (mobbing) in order to increase workplace peace and motivation level. Even though mobbing is a controversial term and there is no certain consensus on its definition, many studies have been conducted to investigate mobbing situation in organizations. As a term “Mobbing” was coined by Lorenz in his 1960s animal behavior studies. In 1980, Heinz Leymann used the term to refer psycho-violence at work and broughtthe term into the management field (Leymann, 1996). Since mobbing is a relatively new term, there are various definitions. Leymann (1996) defines mobbing as “psychological terror in working life thatinvolves hostile and unethical communication which is directed in a systematic manner by one or more individuals”. According to Einarsen and Skogstad (1996), mobbing is “subjecting tohumiliating, intimidating or hostile behavior frequently and over a longer period of time”.Likewise, Vandekerckhove and Commers, (2003) specify the term as “characterized by more sophisticated behaviors, and consists of harmful treatment of or putting harmful pressure on an employee”.Groeblinghoff and Becker (1996), in addition to psychological context, expand the definition of mobbing with physical manner and redefine the term as “an unethical disorder of communication and extreme psychosocial stressor, the effects of which frequently cause severe symptoms of combined psychological and physical illness”. Mobbing definition is not limited with these definitions. Many researchers and studies like; Peyton (2003), Zapf (1999), Hecker (2007), Einarsen, (2000), Zucker (1996), Einarsen andRaknes(1997), Keashly(1998), Einarsenand Skogstad(1996), Rogers and Chappel (2003), Tehrani (2004) mentioned mobbing with various nuances. There are many studies conducted to investigate effects of mobbing. Ozturk, Sokmen, Yılmaz and Cilingir (2008) mentioned about the long time effects of mobbing which may cause loss of mutual trust, respect and motivation in addition to maladaptiveness and low productivity. Tigrel and Kokalan (2009) likened 1 Assistant Professor, Department of Management Information System, Faculty of Economics and Administrative Science, Ataturk University, Turkey, Email: ersinkaraman@atauni.edu.tr, Phone :+9 0442 231 2165 2 Assistant Professor, Department of Labor Economics and Industrial Relations, Faculty of Economics and Administrative Science, Ataturk University, Turkey, Email: timuroglu @atauni.edu.tr, Phone :+90 442 231 2101 3 Assistant Professor, Department of Management Information System, Faculty of Economics and Administrative Science Faculty, Ataturk University, Turkey, Email :muskes@atauni.edu.tr, Phone :+9 0442 231 5750