The concept of mobbing is used to define organizational psychological violence or bullying. The concept for the first time was used in the sense of applications of employees to each other, uncomfortable, restless, and harassment and ill-treatment, by psychologist Heinz Leymann (1995). The concept of mobbing is meaning that are any kind of behaviors such as ill-treatment, threats, violence, humiliation that have been implemented systematically by employees, superiors, subordinates or equal positions (Davenport et al., 2003:4, Einarsen, 2000; 386). There isn't clarity about mobbing for Turkish, and mobbing is defined using different concepts such as "emotional abuse", "psychological terror" psychological violence". Mobbing is expressed some concepts in literature that consist of harassment, emotional abuse, mistreatment and victimization. If the psychological violence was implemented systematically and often and the victim is exposed of abuse and discrimination for a long time, these behaviors would be considered as mobbing. In addition, aggressive behaviors should be deliberately, and should be orientated to distress physically or psychologically for the victim (Leymann, 1996; 168). According to this result, mobbing has two main features that consist of aggressive and repeated behaviors (Einarsen, 1999; 18). The purposes of this study are to investigate perception of mobbing in organizations that have managed by women and men according to the gender of managers, and to reveal whether or not differences according to socio-demographic characteristics of employees. A questionnaire was used as a tool for data collection in the study that consisted of two parts. The first part of questionnaire was scale of psychological violence that had 9 dimensions and developed by Fox and Stallworth (2005). The second part of the questionnaire consisted of socio-demographical characteristics of participants. The study was conducted in June 2011 in Sakarya. 300 questionnaires were distributed to health institutions not selecting a sample, but 185 health employees participated in the study. Cronbach&#8217;s alpha coefficient was used to reliability of data that obtained from the survey. Coefficients of general internal consistency of the scale was used in this study was on the acceptable limits (0.957). Homogeneity test was applied to data that was obtained from the survey before application of other statistical tests. Independent Samples T Test and One-Way ANOVA were applied to data that were homogenous, and Kruskal-Wallis H Test and Mann-Whitney U Test were applied to data that were nonuniform. Also descriptive statistical methods and correlation analysis were used to analyze of data. Results were assessed in 95% confidence interval and p <0.05 significance level. According to findings were obtained from the study, general mobbing perceptions of health employees were found low. In general levels of exposure violence of health employees were found low in another study that was conducted in the health sector too (Yavuz, 2007: 104). However, the most of perception of mobbing was found bullying to private life, bullying to making of the task and verbal and verbal and physical bullying. The level of lowest perception of the mobbing was found in the dimension of the bullying to cultural identity humiliation. There wasn't found any statistically significant difference according to managers to be male or female in the dimensions of bullying to private life and bullying to making of the task. However, there was found statistically significant difference according to managers to be male or female in dimensions of bullying to humiliate the victim, verbal and physical bullying, exclusion, bullying to prevent communication, bullying to prevent the development of personal, bullying to cultural identity humiliation, and exclusion based on cultural identification. There were high level and statistically significant relationships among sub-dimensions of the scale of psychological violence. According to this result, managers should be more careful in relations with their subordinates. Because, if employees had exposed to bullying in any dimension, they were affected in the other dimensions such as have been exposed to bullying. The level of education and seniority of employees didn't cause differences on the perception of mobbing. However, there were statistically important differences between the perception of mobbing, and gender, age and profession of health employees. According to result of study, male employees perceived more mobbing than female employees in the dimensions of bullying to private life and bullying to making of the task. The same results were found in another study that was conducted on employees in private hospitals (Karcıoğlu ve Akbaş, 2010: 156). However, according to some studies, there isn't a statistically significant relationship between gender and mobbing; or gender hasn't caused statistically significant differences in exposure to mobbing (Günel, 2010: 60; Çivilidağ ve Sargın, 2011: 19; Acar ve Dündar, 2008: 119; Yavuz, 2007: 96); or female employees have been exposed to more mobbing than male employees (Bayrak Kök, 2006: 444). According to results of this study, there were statistically significant differences between age and the dimensions of bullying to humiliate the victim, verbal and physical bullying, bullying to cultural identity humiliation and exclusion based on cultural identification. In another study that was conducted on health care employees has been argued that hasn&#8217;t a significant relationship between age and exposure to mobbing (Karcıoğlu ve Akbaş, 2010: 156). Conversely, in some studies have been claimed that there is a significant relationship between age and frequency of exposure to mobbing (Acar ve Dündar, 2008: 119; Bayrak Kök, 2006: 445; Çarıkçı ve Yavuz, 2009: 60). There were statistica