The NOCCI Multilayer Relational Role Dissolution Model

Introduction

Workplace bullying among women is often addressed as an interpersonal conflict.
However, emerging observations suggest that such dynamics may be sustained not merely by individual behavior, but by unconscious relational roles embedded within social and psychological structures.
The NOCCI Multilayer Relational Role Dissolution Model (MRRDM) proposes that persistent workplace targeting may be maintained through layered role identifications operating across psychological, collective, and transpersonal dimensions.
This model offers a non-confrontational framework for releasing entrenched relational roles and facilitating natural environmental realignment.

Theoretical Background
Traditional approaches to workplace conflict typically focus on:

• Behavioral modification

• Communication strategies

• Emotional processing

• Organizational policy

While valuable, these approaches may not fully address unconscious role identification and systemic reinforcement patterns.

 

The NOCCI Model integrates insights from:

• Social Role Theory

• Systems Theory

• Psychodynamic Projection Theory

• Trauma-informed relational models

and extends them into a multilayered structural framework.

Core Hypothesis
Persistent workplace targeting may be sustained by unconscious relational role imprinting across multiple layers of experience.
When these roles are identified and dissolved, observable shifts may occur across:

• Emotional attachment

• Somatic response patterns

• Dream content

• Environmental positioning

without requiring confrontation or retaliation.

The Multilayer Structure
The model operates across seven functional layers:

1. Observable Environment (Workplace Structure)

2. Emotional Processing Layer

3. Unconscious Role Identification

4. Collective Social Conditioning

5. Transgenerational Pattern Encoding

6. Archetypal Role Memory

7. Core Identity Alignment

Intervention begins at the level of role identification and proceeds upward and downward through the system, facilitating structural release rather than interpersonal opposition.

Case Observation (Summary)
A recent case involved a female client experiencing sustained workplace exclusion and jealousy within a female-dominant environment.
Following a structured role dissolution intervention:

• Emotional detachment from the targeting dynamic emerged

• A brief somatic release response was reported

• Dream content shifted in identifiable stages (intrusion → release → transition)

• The client transitioned to a new workplace without confrontation

• The previous relational dynamic ceased to affect her psychological state
   

These observations are recorded as experiential data.
No direct causality is claimed.
Observed Pattern of Transition

Across multiple cases, a common sequence has been observed:

1. Role Visibility

2. Contract Recognition

3. Structural Dissolution

4. Projection Disengagement

5. Collective Separation

6. Environmental Realignment
    

This sequence suggests that workplace bullying may dissolve when the sustaining relational role is released.
Distinction from Conventional Models
Unlike confrontation-based approaches, the NOCCI Model:

• Does not aim to change the aggressor

• Does not rely on emotional catharsis alone

• Does not frame the issue as personal failure
   

Instead, it focuses on structural disengagement from unconscious relational contracts.

 

Research Direction

The model is currently in the observational and case documentation phase.
Future directions include:

• Cross-case pattern analysis

• Somatic response correlation studies

• Dream-stage progression mapping

• Role-identification assessment development

This work aims to contribute to broader discussions in relational psychology and systemic role theory.

 

Conclusion

The NOCCI Multilayer Relational Role Dissolution Model proposes that certain workplace conflicts are not sustained by hostility alone, but by unconscious structural roles.
When these roles dissolve, environmental transition may occur naturally — without force, retaliation, or escalation.
This framework invites further interdisciplinary research at the intersection of relational psychology, systems theory, and consciousness studies.

Disclaimer
This model is presented for educational and research purposes.
It does not constitute medical, psychological, or legal advice.
All case references are anonymized and based on reported experiences.