KRIVET 한국직업능력연구원 국무총리 산하 정부출연 연구기관

○ 조직이 내부 신고창구(39.4%)보다 외부 신고창구(60.6%)를 통해 접수된 사건에 적극적으로 대응하고 있을 가능성을 확인함.
○ 직장 내 괴롭힘 신고 접수 이후의 절차에 대한 조직의 대응 수준은 법령 시행 이전인 2016년에 비해 일부 항목만 개선되었을 뿐임.
○ 조직 내부에 관련 규정 또는 매뉴얼이 있는지 모르거나(39.4%), 괴롭힘의 개념을 이해하지 못한 채(57.6%) 직장 내 괴롭힘 신고에 대응했던 응답자가 다수인 것으로 나타남.
○ 직장 내 괴롭힘 성립 여부 판단하기 위한 지속 빈도(90.9%), 기간(63.6%), 상식적인 선에서 괴롭힘으로 볼 수 있는지(90.9%)를 확인하지 않는 경우가 다수 확인됨.

○ The data showed that the organizations were more likely to actively respond to bullying claims submitted through external claims channels (60.6%) than those submitted through internal channels (39.4%).
○ Organizations were also likely to leave out much part of the formal procedures of claims management. Compared to the data from 2016, only small improvements were observed despite the enactment of the relevant legislation. 
○ Many of the respondents who participated in the claims managements were found to have been unaware of the organization’s internal guidelines and manuals on claims management (39.4%) and to be lacking in the understanding on the concept of workplace bullying (57.6%), 
○ In many cases, the organizations failed to check the frequency(90.9%) and duration(63.6%) of the actions reported in the claims form and whether they were also considered to be bullying in a common sense by peer workers(90.9%), all of which serve as important criteria to determine whether the claim could be accepted as true bullying case.