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LITERATURA[1] Agervold, M. and E. G. Mikkelsen: Relationships between bullying, psychosocial workenvironment and individual stress reactions, Work and Stress 18(4), 2004, 336-351.[2] Baillien, E., & De Witte, H.: The relationship between the occurrence of conflicts in the workunit, the conflict management styles in the work unit and workplace bullying, PsychologicaBelgica, 49, 2009, 207-226.[3] Baillien, E., De Cuyper, N., & De Witte, H.: Job autonomy and workload as antecedents ofworkplace bullying: a two-wave test of Karasek’s Job Demand Control model for targets andperpetrators, Journal of Occupational and Organizational Psychology 84, 2011, 191-208.[4] Canada Safety Council,: Bullying in the workplace,http://www.safety-council.org/info/OSH/bullies.html (8.5.2012).[5] Cassitto, M. G., Fattorini, E., Gilioli, R., Rengo, C., & Gonik, V. : Raising awareness topsychological harassment at work, Protecting Workers' Health Series No. 4, 2003,http://www.who.int/occupational_health/publications/en/pwh4e.pdf (27.1.2013).[6] Davenport, N., Schwartz, R.D., Elliott, G. P.: Mobbing: emotional abuse in the Americanworkplace, Ames, Iowa: Civil Society Publishing, 1999..[7] Djurkovic N, McCormack D, Casimir Gian Marcus: Neuroticism and the psychosomatic modelof workplace bullying, Journal of Managerial Psychology, 21, 2006, 73-88,http://www.emeraldinsight.com/journals.htm?issn=0268-3946&volume=21&issue=1&articleid=1541755&show=pdf&PHPSESSID=fhn9tktbqqek7dnqpmqj920kr0 (2.3.2013.)[8] Douglas, H.: The Failure of Risk Management: Why It's Broken and How to Fix It, JohnWiley & Sons. 2009, p. 46.[9] Einarsen, S. & Hoel, H: Negative Acts Questionnaire - Revised, Bergen Bullying ResearchGroup, 2001.[10] Einarsen, S., Matthiesen, S. B., i Skogstad, A.: Bullying, burnout and well-being amongassistant nurses, Journal of Occupational Health and Safety - Australia and New Zealand, 14, 1998.,263-268, http://folk.uib.no/pspsm/documents/Assistant-nurses-and-bullying.pdf (12.12.2012.)[11] Einarsen, S., Raknes, B.I. and Matthiesen, S.M.,: Bullying and harassment at work andtheirrelationships to work environment quality ± an exploratory study', European Work andOrganizationalPsychologist,Vol. 4, 1994, pp. 381-401.[12] Einarsen. S, Cooper, C. L., Hoel, H. i Zapf, D.: Bullying and Harassment in the Workplace:Development in Theory, Research and Practice. 2 izdanje. CRC Press, Taylor and Francis Group.United State, 2003.[13] European Commission: Opinion of the Advisory Committee on Safety, Hygiene and HealthProtection at Work on Violence at the workplace, DOC 1564/2/2001 EN, http://www.europa.eu ,(16.2.2013.)[14] European Working Conditions Obseravatory: Negative health outcomes resulting frombullying in the workplace, 2009, http://www.eurofound.europa.eu/ewco/2009/12/DK09120191.htm(18.10. 2012.)[15] European Working Conditions Observatory, Work-related stress, 2010,http://www.eurofound.europa.eu/ewco/studies/tn1004059s/index.htm (15.10.2012.)[16] Ferris, G. R., Zinko, R., Brouer, R. L., Buckley, M. R., i Harvey, M. G.: Strategic bullying as asupplementary, balanced perspective on destructive leadership, The Leadership Quarterly, 18,2007, 195–206[17] Fox, S, i Spector, P. E. (Eds.): Counterproductive work behavior: Investigations of actors andtargets, American Psychological Association, Washington, DC, 2005, 271-296.[18] Gardell, B.: Scandinavian Resear ch on Stress in the Workplace, International Journal ofHealth Services , 12(1), 1982, 31-41.[19] Greenberg, E.S., i Grunberg, L.: Work alienation and problem alcohol behavior, Journal ofHealth and Social Behavior, 36, 1995, 83-102.[20] Harvey, P., Stoner, J., Hochwarter, W., & Kacmar, C.: Coping with abusive supervisors: Theneutralizing effects of ingratiation and positive affect on negative employee outcomes.LeadershipQuarterly, 18, 2007, 264-280.[21] Hoel, H., Faragher, B. i Cooper, C. L.: Bullying is Detrimental to Health, but all BullyingBehaviours are not Necessarily Equally Damaging, British Journal of Guidance & Counselling,306M&S 8(2013)