{"id":73768,"date":"2026-04-16T18:17:15","date_gmt":"2026-04-16T16:17:15","guid":{"rendered":"https:\/\/www.aeemt.org\/web\/?page_id=73768"},"modified":"2026-04-16T18:17:15","modified_gmt":"2026-04-16T16:17:15","slug":"revision-2-mdt-vol-35-n01-marzo-2026","status":"publish","type":"page","link":"https:\/\/www.aeemt.org\/web\/revision-2-mdt-vol-35-n01-marzo-2026\/","title":{"rendered":"Revisi\u00f3n 2 MDT Vol 35 N01 Marzo 2026"},"content":{"rendered":"

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Prevenci\u00f3n del acoso laboral: Brechas y propuestas en el contexto actual<\/h2>\n\t\t\t\t\t<\/div>[\/vc_column][\/vc_row][vc_row rt_row_background_width=\u00bbdefault\u00bb rt_row_style=\u00bbdefault-style\u00bb rt_row_borders=\u00bb\u00bb rt_row_paddings=\u00bbtrue\u00bb rt_bg_effect=\u00bbclassic\u00bb rt_bg_image_repeat=\u00bbrepeat\u00bb rt_bg_size=\u00bbcover\u00bb rt_bg_position=\u00bbright top\u00bb rt_bg_attachment=\u00bbscroll\u00bb rt_bg_video_format=\u00bbself-hosted\u00bb][vc_column rt_wrp_col_paddings=\u00bbfalse\u00bb rt_border_top=\u00bb\u00bb rt_border_bottom=\u00bb\u00bb rt_border_left=\u00bb\u00bb rt_border_right=\u00bb\u00bb rt_border_top_mobile=\u00bb\u00bb rt_border_bottom_mobile=\u00bb\u00bb rt_border_left_mobile=\u00bb\u00bb rt_border_right_mobile=\u00bb\u00bb rt_bg_image_repeat=\u00bbrepeat\u00bb rt_bg_size=\u00bbauto auto\u00bb rt_bg_position=\u00bbright top\u00bb rt_bg_attachment=\u00bbscroll\u00bb][vc_column_text css=\u00bb\u00bb]<\/p>\n

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N\u00famero de la Revista: Vol. 35 – n\u00ba 01- Marzo 2026<\/p>\n

Secci\u00f3n:<\/strong> Revisi\u00f3n<\/p>\n

T\u00edtulo:<\/strong> Prevenci\u00f3n del acoso laboral: Brechas y propuestas en el contexto actual<\/p>\n

Autores:<\/strong><\/p>\n

Juncal S\u00e1nchez Alonso<\/em><\/strong>(1)<\/sup><\/em><\/strong>, M\u00aa Te\u00f3fila Vicente-Herrero<\/em><\/strong>(2)<\/sup><\/em><\/strong>, M\u00aa Victoria Ram\u00edrez I\u00f1iguez-de la Torre<\/em><\/strong>(3)<\/sup><\/em><\/strong>,\u00a0 Luisa Capdevila Garc\u00eda<\/em><\/strong>(4)<\/sup><\/em><\/strong>, Miguel Ruiz-Flores Bistuer<\/em><\/strong>(5)<\/sup><\/em><\/strong>, Ignacio Torres Alberich<\/em><\/strong>(6)<\/sup><\/em><\/strong>, Alfonso Torres Vicente<\/em><\/strong>(7)<\/sup><\/em><\/strong>
\n1<\/sup><\/em>Especialista en Medicina del Trabajo y An\u00e1lisis cl\u00ednicos. Servicio de Prevenci\u00f3n de Riesgos Laborales METRO. Madrid, <\/em>\u00a0<\/sup><\/em>Espa\u00f1a. https:\/\/orcid.org\/0009-0009-2024-4946<\/a><\/em>
\n2<\/sup><\/em>Especialista en Medicina del Trabajo, T\u00e9cnico Superior en Prevenci\u00f3n de Riesgos Laborales, Grupo de Investigaci\u00f3n <\/em>\u00a0<\/sup><\/em>ADEMA SALUD, Instituto Universitario de Investigaci\u00f3n en Ciencias de la Salud (IUNICS), Palma de Mallorca, Espa\u00f1a. https:\/\/orcid.org\/0000-0002-0796-9194<\/a><\/em>
\n3<\/sup><\/em>Especialista en Medicina del Trabajo, T\u00e9cnico Superior en Prevenci\u00f3n de Riesgos Laborales, Coordinadora de Vigilancia <\/em>\u00a0<\/sup><\/em>de la Salud de Zona Centro. Servicio de Prevenci\u00f3n de Riesgos Laborales Correos, Espa\u00f1a. <\/em>https:\/\/orcid.org\/0000-0002-7772-5689<\/em><\/a>
\n4<\/sup><\/em>Especialista en Medicina del Trabajo, T\u00e9cnico Superior en Prevenci\u00f3n de Riesgos Laborales. Servicio de Prevenci\u00f3n de <\/em>\u00a0<\/sup><\/em>Riesgos Laborales MAPFRE Valencia, Espa\u00f1a. https:\/\/orcid.org\/0000-0002-4896-0284<\/a><\/em>
\n5<\/sup><\/em>Especialista en Psiquiatr\u00eda. Unidad de Salud Mental, Ibsalut, Ibiza, Espa\u00f1a. https:\/\/orcid.org\/0009-0008-2141-222X<\/a><\/em>
\n6<\/sup><\/em>Abogado. Unidad M\u00e9dico-Legal Abascal. Madrid.<\/em>
\n7<\/sup><\/em>Abogado y Polit\u00f3logo. Unidad M\u00e9dico-Legal Abascal (colaborador). Madrid, Espa\u00f1a. https:\/\/orcid.org\/0009-0001-4413-5893<\/a><\/em><\/p>\n

Correspondencia:<\/strong><\/p>\n

M\u00aa Te\u00f3fila Vicente-Herrero<\/em><\/strong>
\nCorreo electr\u00f3nico: vicenteherreromt@gmail.com<\/a><\/p>\n

Palabras Clave<\/strong>: acoso laboral; mobbing; empleadores; empleados; salud laboral.<\/p>\n

Keywords<\/strong>: workplace bullying; mobbing; employees; employers; occupational health.<\/p>\n

Cita Art\u00edculo<\/strong>: Juncal S\u00e1nchez Alonso et al. Prevenci\u00f3n del acoso laboral: Brechas y propuestas en el contexto actual. Rev Asoc Esp Espec Med Trab 2026; 35(1):132-147<\/p>\n

Acceso al PDF:

PDF del Art\u00edculo<\/strong><\/a><\/div>\n

RESUMEN.<\/strong><\/p>\n

Introducci\u00f3n:<\/strong> El acoso laboral en Espa\u00f1a afecta aproximadamente al 15% de la poblaci\u00f3n trabajadora. En este trabajo se integra su an\u00e1lisis desde la psicolog\u00eda, el \u00e1mbito jur\u00eddico y la salud laboral para proponer estrategias preventivas basadas en evidencia.<\/p>\n

Material y M\u00e9todos:<\/strong> Se examinan las variables predictoras y consecuentes del acoso, se compara la utilidad de diversas escalas de medici\u00f3n validadas para la victimizaci\u00f3n y el clima organizacional y se eval\u00faan los m\u00e9todos de investigaci\u00f3n (cuantitativa, cualitativa y mixta) y consideraciones \u00e9ticas y de consentimiento informado.<\/p>\n

Resultados:<\/strong> Las variables predictoras tienen fortalezas y limitaciones que requieren un an\u00e1lisis contextualizado. Las herramientas validadas permiten adaptar las evaluaciones a cada situaci\u00f3n. La combinaci\u00f3n de m\u00e9todos de investigaci\u00f3n mejora la comprensi\u00f3n. Mantener rigurosas consideraciones \u00e9ticas es condici\u00f3n indispensable para proteger a los participantes vulnerables.<\/p>\n

Conclusiones:<\/strong> La erradicaci\u00f3n del acoso requiere intervenciones multidimensionales que fomenten una cultura de respeto, trascendiendo el cumplimiento formal de la normativa vigente.<\/p>\n

Title: <\/strong>PREVENTING WORKPLACE HARASSMENT: GAPS AND PROPOSALS IN THE CURRENT CONTEXT<\/strong><\/p>\n

Abstract:<\/strong><\/p>\n

Introduction:<\/strong> Workplace bullying in Spain affects approximately 15% of the working population. This study integrates its analysis from psychological, legal, and occupational health perspectives to propose evidence-based preventive strategies.<\/p>\n

Material and Methods:<\/strong> The study examines predictor and outcome variables of bullying, compares the utility of various validated measurement scales for victimization and organizational climate, and evaluates research methods (quantitative, qualitative, and mixed) along with ethical considerations and informed consent procedures.<\/p>\n

Results:<\/strong> Predictor variables exhibit strengths and limitations that necessitate contextualized analysis. Validated tools enable tailored assessments for specific situations. Combining research methods enhances comprehension, while upholding rigorous ethical standards remains indispensable for protecting vulnerable participants.<\/p>\n

Conclusions:<\/strong> Eradicating workplace bullying demands multidimensional interventions that promote a culture of respect, extending beyond mere formal compliance with current regulations.<\/p>\n

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