The impact of emotional salary on reducing work-related stress and preventing harassment in Colombian organizations

Abstract

In Colombia, workplace harassment remains a persistent issue that significantly impacts the psychological and physical well-being of employees, despite the existence of legal frameworks such as Law 1010 of 2006. This phenomenon, characterized by systematic psychological abuse, negatively affects organizational climate and employee health. The research adopted a mixed methodology—both documentary and empirical—with a descriptive-explanatory approach and a post-positivist paradigm, incorporating surveys administered to 250 workers from various Colombian organizations. Results revealed that 80.4% of respondents had experienced workplace harassment, leading to symptoms such as anxiety, demotivation, and stress. Emotional salary, understood as a set of non-monetary incentives, was shown to be effective in alleviating such symptoms (68% improvement in resilience), but it does not directly reduce the occurrence of harassment. Although it increases job satisfaction and decreases turnover by 42%, its overall impact is limited without complementary organizational policies. Furthermore, disparities in perception by gender and generation exacerbate the vulnerability of certain groups. Studies recommend combining emotional salary strategies with formal anti-harassment protocols, such as workplace coexistence committees, mandatory training, and anonymous reporting lines, which have led to a 73% reduction in mobbing incidence. In conclusion, an integrated strategy is necessary—one that combines emotional recognition with clear regulations—to create healthy, inclusive, and sustainable work environments that protect employee dignity and prevent harassment.