**2.1 Study design and participants**

This is a comparative cross-sectional study, practiced in two stages: 2009 and 2016.The cohort of participants included all interns and medical residents practicing within the teaching hospitals attached to the Faculty of Medicine of Monastir-Tunisia. This current study was based on data of 547 Participants in 2009 and 667 ones in 2016.It took place during approximately the same period in both stages: October and November2009 and then in October, November and December 2016. Incomplete forms were not included in the study and no participant was excluded. Moreover, even though both studies have been performed in the same places, no overlap between both cohorts was noticed, because 2009 cohort, whether interns or residents, have already finish their curriculum in 2016. Finally, the study was approved by the regional ethical committee.

#### **2.2 Measurements**

## *2.2.1 Data collection*

Data on MHW were obtained through the administration of the same anonymous self-administered questionnaire distributed to the target population of 2009 and 2016.A unique investigator distributed the self-questionnaire to all the cohort of interns and residents in hospital departments. He guaranteed to each participant the anonymity and asked him/her to respond as sincerely as possible and trust his immediate reaction rather than a long thoughtful answer.

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*Influence of Tunisian Revolution on Bullying at Work in Interns and Residents*

• Socio-demographic characteristics: age, gender, marital status.

hobbies and sports activities, work satisfaction.

• Occupational characteristics: the professional status, the nature of specialty

• Environmental characteristics such as number of children, distance between the residence and the workplace, means of transport, heavy family problems,

It was assessed through the Negative Acts Questionnaire Revised or NAQ-R, which is a standardized self-questionnaire, made of 22 items. None of them is directly referring to harassment. Many practical and scientific studies have concluded to its validity and reliability on evaluating this phenomenon. It has also been validated in several countries of the world as a standardized instrument for assess-

Each kind of behavior is increasingly leveled from 1 to 5 depending on the repetition of this act in the last six months: never, sometimes, once a month, once a

Negative acts mentioned were gathered in two types of behaviors: People-related

A person is considered to be a victim of psychological harassment if he or she has been suffering of any of these acts at least once per week in the last six months. This self-questionnaire also helps to identify the most widespread negative act in

At the end of this self-questionnaire, there is a 23rd question preceded by a definition of "mobbing" at work. It is interested in harassment at work as generally perceived by the person. The term harassment has been replaced by the term "mob-

We chose to use the NAQ-R score as a dependent continuous variable.

Metric Office of Grants and Scholarly Research, number QM038831 [14]. It contains eight questions exploring the following dimensions: Health as perceived by the subject, repercussion of physical health on daily activities, pain, physical activity, vitality, social activity, psychic health, repercussions of mental

Mobbing at work was defined as "a situation where one or more people perceive themselves as the target of negative acts from one or more people over a long period of time and have difficulties in defending themselves against these people (a single

The SF8 'health survey' scale is a standardized and valid self-questionnaire that explores health and well-being of persons [12, 13]. We got the license of the Quality

It allows to calculate two scores using a specialized software: the overall physical score (PCS: physical component score), which is the average of the first four

*DOI: http://dx.doi.org/10.5772/intechopen.93847*

a.Socio-professional data: gathering

and seniority at work.

• Alcohol-smoking habits

ment of moral harassment at work [9–11].

behaviors and Work-related behaviors.

incident is not regarded as "mobbing").

c.The Quality of Life Impact:

health on daily activities.

b.Workplace bullying:

week, and daily.

a workplace.

bing at work".

*2.2.2 Outcome variables*

*Influence of Tunisian Revolution on Bullying at Work in Interns and Residents DOI: http://dx.doi.org/10.5772/intechopen.93847*
