Sustainable Development for Ukraine: Eu Benchmark and Foresight Methodology (original) (raw)
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Przedsiębiorczość i Zarządzanie, 2017
: This paper presents results ofa quantitative study conducted on two matching samples of administrative employees in Poland (N=149) and Spain (N=148) in the year 2014. The research aimed to compare the prevalence of mobbing, different mobbing styles and particular negative workplace behaviours’ experience and acceptance. The original psychometric instrument for diagnosing mobbing, the SDM Questionnaire (anda Spanish version of the tool) was used in the study. The instrument had been standardized, validated and provided consistent and reliable results. It consists of 2 main scales:a scale of mobbing behaviours (43 items; α Cronbach: 0.96) anda scale of emotional reactions (21 items; α Cronbach: 0.97). The mobbing behaviour scale is built of three subscales (the result of factor analysis), each of high reliability (α Cronbach: 0.927; 0.932; 0.803). Moreover,a 43-item scale of negative workplace behaviours’ acceptance (constructed on the bases of the SDM-IDM scale items) was implemented in the study. The obtained results are indicative of prevailing similarities between the researched samples in reference to the experienced mobbing types and prevalence. Nevertheless, some interesting differences between the countries were also found in reference to experiencing and accepting particular negative workplace behaviours.
International Journal of Environmental Research and Public Health, 2020
The 'mobbing' phenomenon is regarded as the actions or behaviour referring to an employee or directed against an employee, comprising persistent and drawn-out harassment or intimidation of that employee. This phenomenon causes substantial negative workplace consequences, but, above all, one should stress the consequences for the victims, which are devastating. This has been observed in a variety of organisations, regardless of the sector and country. Given these facts, the purpose of this study was to identify the prevalence of workplace mobbing in Polish and Lithuanian organisations with regard to corporate social responsibility (CSR). The research sample included a group of 823 entities operating in both countries in both the private and public sectors (410 from Lithuania and 413 from Poland). A closed-type questionnaire was used in the survey. Several research methods including factor analysis, Cronbach's alpha, Spearman-Brown, factor loading, and total item correlation were used in our study. The results achieved showed that there were both similarities as well as differences between the analysed organisations. More specifically, our research revealed that: (1) Employee attitude to CSR depends on the company's sector of activity and the country; (2) In Poland, workplace mobbing is more prevalent in the public sector than in the private, whilst in Lithuania there were no substantial differences; (3) Organisations that implemented the CSR concept showed less imposed mobbing prevalence; and (4) Employees who faced mobbing in the workplace had worse relationships with clients and users of the company's services/products.
Mobbing as a problem in management ethics
Annales. Etyka w Życiu Gospodarczym
A positive company image and its good reputation are usually results of ethical and honest behaviour towards employees and may improve competitiveness, increase profits, customer satisfaction, and create new job jobs. However, it often occurs in dynamically developing firms where ethical norms are not kept and this process can be seen in the lack of equal chances to get a job – people without connections remain without work. According to research, mobbing is a very serious problem. Psychological terror or mobbing in work life involves hostile and unethical communication that is conducted in a systematic manner by one or more individuals, mainly toward one individual, who, due to mobbing, is pushed into a helpless and defenceless position and held there by means of continuing mobbing activities. These actions occur on a very frequent basis (statistical definition: at least once a week) and over a long period (statistical definition: at least six months’ duration). Because of the high...
Journal of psychology and psychotherapy research, 2019
Mobbing is a type of psychological violence, in which an individual becomes the target of disrespectful or harmful behavior at the workplace. The aim of the present study was to examine the mobbing behaviors and its effect on employees' quality of working life, physical and mental health. Potential measures and interventions implemented by both the employees and employers were also investigated. Qualitative data was collected using a semi-structured interview, in a convenience sample of 10 employees working in the private sector of management services, in Heraklion, Crete, Greece, who had been victims of mobbing. The semi-structured interview included questions about demographics, the mobbing behavior, the outcomes of mobbing at the individual and organizational level (i.e., mental and physical health, job satisfaction and productivity) and any potential measures undertaken. The results showed that employees had been mobbed by their superiors (80%) or colleagues (20%). The most frequently reported mobbing behaviors were employees being gossiped about, criticized for their capabilities, laughed at by others and ignored. High levels of mobbing reportedly affected employees' mental health negatively as expressed by high levels of anxiety, sadness, irritability, aggression, fear, lack of pleasure, feelings of injustice, loneliness, withdrawal and memory problems. Employees' physical health also decreased as was evident by health problems, eating disorders, vomiting, muscle aches, headaches, migraines, dizziness, stomach pains, hypertension, sleeping disorders and tachycardia. Mobbing also influenced employee's workplace behavior, as they reported a gradual decrease in job satisfaction and job performance at a rate of at least 30-40%. The results of this study will guide policymakers to develop prevention and intervention programs focusing on reducing mobbing behaviors and improving employees' quality of working life and overall quality of life.
THE UNSEEN FACE OF MOBBING IN ORGANIZATIONS: REVERSE MOBBING
Mobbing is an act seen in the organizations where interaction among the individuals is rich and one that is prevalent but cannot be spotted externally. Although the common sense is that it is used by the strong against the week, in the organizations that have a hierarchical and autocratic structure it can be seen as the reverse mobbing that is done by the subordinate against the superior. Mobbing, that emerges with the combination of hierarchy with autocracy even more, is an important agent for the organization atmosphere. The purpose of this study is to improve the concept of reverse mobbing and propound its interaction with mobbing. Accordingly, research has been conducted with the subordinate and the superior working in the X state agency. Differently from the mobbing research in the literature, this study focuses on the reverse mobbing by the subordinate against the superior, and emphasizes the significance of mobbing from the point of organizations, and puts forth the interaction of mobbing with reverse mobbing. Due to the fact that mobbing differs in organizations, sampling volume has been limited to the state agency chosen for the research. In the research the mobbing variable consisting of 5 factors in Leymann’s mobbing typology has been associated with the reverse mobbing variable consisting of three factors in the same typology. The four main hypothesis and eight sub hypothesis generated by this method have been analysed by correlation, regression, and chi-square independence test analyses. The analyses have identified a significant relationship between mobbing and reverse mobbing. According to the findings, ‘attacks to quality of life profession status’ factor, among all mobbing factors, affects reverse mobbing the most.
Innovations in human resources management: instruments to eliminate mobbing
Marketing and Management of Innovations, 2020
Mobbing in employees' relationships is a widely researched and analyzed problem, and the concept is still developing. The deliberations mostly concentrate on negative aspects associated with this phenomenon, e.g., deterioration of the relationships between employees, devastating consequences for victims, deterioration of the com-pany's performance and image. The research on what managerial solutions can help reduce or eliminate the problem is still, however, not very abundant. Also, though many studies confirm the existence of this phenomenon in different sectors of the economy, there is not so much research on mobbing in relationships between employees in the leisure sector organizations. What is equally important, the dysfunction of relationships between employees includes the factors that have a significant impact not only on the quality of communication but also on the services provided in the organizations providing services. Given this fact, this study deals with the prevalence of mobbing in relationships between employees of the leisure sector organizations, distinguishing the most frequent forms of psychological pressure , and shaping the managerial solutions to eliminate the problem. The results of the qualitative research are presented using a semi-structured interview method. The research sample comprises employees of the Lithuanian hotels. The qualitative data analysis was performed using Emic and Etic approaches. The results achieved show that the dynamics of mobbing in the leisure sector organizations can be related to the economic recession, when the number of customers has decreased, corporate earnings shrunk. It affected the staff policy of organizations; it also shows that the relationship between the employees forming within organizations is significantly exposed to external circumstances, the influence of which could be compensated by the change in personnel policy. The originality of this article is presupposed by the fact that a complex, versatile model of managerial solutions designed to eliminate the phenomenon of mobbing is presented as the main result of the studies carried out. Using the proposed model, the practitioners will be able to look at the phenomenon of mobbing from a different angle, and researchers analyzing destructive relationships between the employees will be able to develop strategies of prevention and intervention of mobbing in relationships between employees based on the model. Introduction. With a view to the development of the leisure sector, quite a lot of attention is given to economic, social, and global change factors. Still, the issues of personnel management and the safety of employees from physical and psychological abuse remain no less relevant. In both the scientific literature and in the practice of management, the attention paid to ensure the functionality of employees' relationships is reasoned by significant consequences for organizations and their employees. The dysfunction of relationships between employees includes the factors that have a significant impact not only on the quality
The Organizational Structure Affects the Occurrence of Mobbing
2013
Mobbing is a specific kind of pathological behaviour in the workplace which includes psychological abuse by one or more persons, a longer period of time, with intent to endanger human dignity and integrity of the victim of mobbing. Numerous research revealed that there are massive social and economic losses due to frequent absences from work, changes of jobs, premature retirements etc. Our investigation included 412 respondents working in health care organizations. The results indicate that 39% of respondents were exposed to a certain form of mobbing in investigating period. They were exposed to a great extent to mobbing activities which represent an attack on professional status, quality of professional work such as: excessive control by superiors, blaming for failures that hadn’t really happened as well as ignoring suggestions; but also activities which represent an assault on capacity for social relations and activities which represent an assault on personal reputation. Authors f...
Oeconomia Copernicana
Research background: In spite of abundant evidence that Corporate Social Responsibility (CSR) contributes to improving the emotional state of employees as stakeholders and can serve as a useful tool for reduction of their turnover in organizations, until now, it remains unclear how the different status of CSR is related to consequences accompanying mobbing. Purpose of the article: This study compares the emotional state and intentions of Polish and Lithuanian organizations? employees who have experienced mobbing with regard to the status of CSR. The paper presents part of the results of a wider study conducted in two neighbouring states, which are exclusively related to the employees? emotional state and employee intentions after experiencing mobbing in the workplace. Methods: The research sample involved 823 respondents employed in Lithuania and Poland. The questionnaire survey was conducted using the questionnaire ?Mobbing as a Psychosocial Stressor in the Organizations Accessing ...
Behaviors Perceived as Mobbing by Employees and Their Effects on Them
2015
Mobbing is a phenomenon that occurs in the organizational context and consists in hostile actions, aggression (verbal, physical, sexual), professional discredit, contempt, isolation etc. All these behaviors are performed by a person/group of persons on a person/group of people, the ultimate goal being, most times, the exclusion of individuals/group of individuals from the organization. Such behaviors are counterproductive and have long-term effects on the physical and mental health of the person assaulted. The paper describes the phenomenon of hostile action types that constitute the phenomenon of "mobbing", its causes and effects. It also emphasizes the benefits of identifying the first signs of the emergence of this phenomenon in time.