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Abstract

The concepts of mobbing and discrimination are discussed in the article; the notion of mobbing in employee relations is being defined. After the scientific literature analysis there was created a tool to diagnose the discrimination and mobbing in employee relations. Research shows the spreading of this phenomenon in different sectors and economy activities. The growth of heterogeneity and variety as well as the variety itself, which we traditionally call a minority representative, increase the danger of conflicts between groups (cultural, racial, and national). The danger is hidden in negative attitude that can appear because of the society dominating traditions, stereotype thinking, and lack of tolerance to those who are different. Growing variety, the lack of tolerance, the aggressiveness of the society form is the mixture that explodes discrimination in the relations among employees. Discrimination in the relations among employees consists of the processes that take place inside the organization. The main signs of discrimination in the relations of the employees are: group isolation from the community because of differences, negative acceptance of the isolated persons, social isolation, and oppression. The creation of a variety or minority group is connected both with outer and psychological differences. The meaning of discrimination as a dysfunction of the employees’ relations is marked by violence in order to get rid of the victim. At the same time taking to consideration the results of a long-lasting violence to the person, it should be understood as a physical violence the aim of which is to evoke pain, damage the individual. It is important that dysfunctional relations are identified taking to consideration objective and subjective criteria, because interpersonal relations among employees is a variety of communication ways and forms, which create an unfriendly, oppressive atmosphere. Negative aspect of the relations can appear even as a purposeful relation negation, in other words social isolation and the isolation of the oppressed one. That is why it is wise to listen to the evaluation of the oppressed one about the relations he has. In the article the researches of mobbing in Western countries and Lithuania are discussed. Mobbing is analyzed from the aspect of discriminative relations among the employees, the features, which show the transformation of chicanery to mobbing is singled out. An instrumentation to diagnose mobbing as discriminative employee relations was created, the reliability of which was proved by the expert evaluation and high weights of Cronbach alpha. With the help of questionnaire during the exploratory research there were questioned 351 respondents from public and private sector organizations. It was diagnosed that most frequently the actions of mobbing were experienced by the respondents who work in public sector – in the spheres of education and social work and in some business organizations.
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... European researchers (Celep & Konakli, 2013;Coskuner et al., 2018;Gül et al., 2011;Yaman, 2010;Zukauskas & Vveinhardt, 2009) tend to use the term "mobbing" and follow Leymann's mobbing theory in describing the behavior to harm or attack others in the workplace in higher education (Einarsen et al., 2010;Ilongo, 2013;Taylor, 2012). Researchers have documented the tremendous impact of Leymann's mobbing theory on European researchers, such as those from Austria, Scandinavia, Germany, and Turkey (Einarsen et al., 2003(Einarsen et al., , 2010Taylor, 2012). ...
Thesis
The current study utilized a qualitative phenomenological design to explore Graduate Teaching Assistants (GTAs)’ experiences related to being victimized in the workplace. Through individual interviews, rich information was collected related to types of workplace bullying behaviors GTAs experienced, factors that encourage and discourage reporting of workplace bullying experiences, and GTAs’ experiences with handling bullying (e.g., resolving bullying issues themselves or their experiences of persons or office in the institution resolving the bullying issues for them). GTAs shared their experiences with various types of workplace bullying behaviors, including relational bullying, bullying related to personal characteristics, verbal bullying, cyberbullying, and physical bullying. Most GTAs reported their workplace bullying experiences to a person or office in the institution; only a few GTAs did not report workplace bullying experiences to anyone in the institution. GTAs shared two main reasons for reporting bullying, including, seeking help/advice and having positive perceptions of those individuals they reported bullying to. However, most GTAs shared that they did not want to continue pursuing reporting bullying (e.g., after receiving ineffective action taken by those they report bullying to), report bullying to higher level administrator (outside of their departments, e.g., School Dean, Provost, and Chancellor), or file official bullying reports. GTAs expressed two main reasons for the above concerns, including concerns for potential consequences of reporting bullying and negative perceptions of persons or offices in the institution. Almost all GTAs identified two barriers to reporting bullying, including, negative organizational climate and lack of knowledge about bullying policy and/or bullying reporting procedure. Most GTAs shared that bullying incidents they experienced were not resolved, regardless of reporting status. Only three GTAs believed their bullying experiences were resolved.
... Belirtilen saldırgan davranışlara mobbing tanısı koyabilmek için, saldırganların eylemlerini en az altı ay süreyle haftada en az bir kez gerçekleştirmiş olması şartı aranır. Bu davranışların kişinin sağlığını, üretkenliğini ve verimini etkileyici şekilde doğrudan veya dolaylı bir saldırı niteliğinde yapılması ve bunun ayrımcılık olarak gözlemlenmesi gereklidir (11,15). İşyerlerinde mobbingin meydana gelmesine neden olan birçok faktör bulunmaktadır. ...
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Amaç: Çalışmanın amacı, mobbing yaşantısı ile İstanbul Üniversitesi Tıp Fakültesi Adli Tıp Anabilim Dalı Polikliniği’ne başvuran ve buradaki muayeneleri sonrasında haklarında sosyal inceleme raporu hazırlanması istenen 34 hastanın verilerinin değerlendirilmesidir. Gereç ve Yöntem: Olgulara ait mobbing süreci, sosyodemografik özellikler ve işyeri bilgileri için klinik görüşme ile elde edilen bilgiler kullanılmış olup psikiyatrik tanıları için İstanbul Üniversitesi Tıp Fakültesi Psikiyatri Anabilim Dalı’ndaki muayeneleri sonrasında aldıkları tanılar esas alınmıştır. Toplamda 34 kişiye ait verilerin deskriptif analizleri yapılmıştır. Bulgular: Olguların %67,6’sı kadın,%32,4’si ise erkek cinsiyetindedir. Yaşları 31 ile 62 arasında değişmektedir (Ortalama=42,18 yıl). Olguların 20’si bekâr, 12’si evli, 2’si ise boşanmıştır. 3 kişi lise, 11 kişi lisans, 10 kişi ise yüksek lisans mezunudur. 24 kişi kamu sektöründe (%70,6) 10 kişi özel sektörde (%29,4) çalışmaktadır. İş tecrübeleri 5 ile 35 yıl arasında değişmektedir. Mobbinge maruz kalma süre ortalamaları 31,6 ay olarak saptanmıştır. Olguların %91,2’si (31 kişi) dikey mobbinge maruz kaldığını belirtmiştir. Olgulardan 16’sı öğretmen, 7 kişi akademisyen, 2 kişi sağlık çalışanı, 4 kişi hizmet sektörü çalışanı, 2 kişi devlet memuru, 2 kişi sivil toplum kuruluşu çalışanı, 1 kişi ise avukattır. En yüksek oranlı mobbing yöntemi kendini gösterme ve iletişim oluşumunun engellenmesi olarak saptanmıştır (%79.4). 33 kişi psikiyatri muayeneleri sonrasında en az 1 tanı almış olup 5 kişi yaygın anksiyete bozukluğu ya da panik bozukluk, 29 kişi majör depresyon ya da depresif bozukluk, 13 kişi ise travma sonrası stres bozukluğu tanısı almıştır. Sonuç: Mobbing sürecinin ruh sağlığı üzerinde yarattığı tahribat ve bozulmalar ele alındığında bu durumun ciddi bir saldırı niteliği taşıdığı ve insan...
Thesis
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