Vers la structuration d'un outil de prévention primaire de harcèlement horizontal au 
travail : création de repères dédiés à la réflexion éthique pour des travailleurs et 
gestionnaires

Psychological harassment in the workplace is a phenomenon still existing in organizations, and this, despite the fact that a law against harassment in the workplace has entered into force since 2004 in the province of Quebec.This fact indicates that this law and the values associated with it do not reach all the workers motivated to harass a colleague.This is the problem that will be addressed by this research. The question which this research seeks to answer is: How to structure measures promoting reflection, and likely to prevent horizontal harassment? The goal of this research is to create two models dedicated to rational thinking for the prevention of acts of horizontal harassment and two models dedicated to rational thinking for the prevention of the complicity of management in cases of horizontal harassment at work. At the methodological level, research involves, as a first step, to identify objectives targeted during actions of horizontal harassment and management complicity in horizontal harassment at work.This identification was carried out through a documentary data collection in the field of psychology. Once these objectives were identified, they were analysed and structured into categories. Once categorized, these objectives were interpreted in terms of psychological well-being.A first type of standards was built with factors of psychological well-being at work, selected from research in various areas of psychology. In order to check whether the objectives targeted by the harassment were likely to be consistent with the selected factors of psychological well-being at work, a comparison between these objectives and these factors of psychological well-being was conducted. This was the validation of thefirst type of structured marker. Secondly, the benefits on the psychological well-being expected by the workers initiating horizontal harassment and the complicit managers of such harassment, have been interpreted in terms of the ethics of the relationship with the other. From this interpretation, it appeared that the relationship to the other, during actions of harassment, posed an ethical problem. As a result of this finding, the second type of standards was built. This type of standards targeted a contemplation of workers and managers on their relationship to others, based on the values and goals prioritized at work and in their life in general. To build this type of standard, data on values and goals prioritized by a sample of people who underwent a near death experiencewere collected and categorized. These categories composed this second type of standards. The two markersof this category of standardshave been validated by comparing the values and goals prioritized during actions of horizontal harassment and management complicity of this type of harassment, with the values and goals prioritized by the experiencers of the sample. As a result of this research, four standards, which will be inserted at a later date in a grid of ethical reflection, have been structured.

Keyphrases: Prevention of workplace harassment, Self-regulating ethics, Psychological well-being at work