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Diagnosis of Mobbing as Discrimination in Employee Relations
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.
... 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). ...
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. ...
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...
Discrimination is one of the oldest human topics because of human characteristics. From the perspective of last two centuries, it can be supposed that discrimination history is mostly about gender, nationality, race, or skin colour. The topic interested in here is not purely about discrimination in all aspects, but especially about discrimination in the workplace, discriminatory actions, or behaviours in the work-related environment. Discrimination can be considered as a harmful behaviour psychologically in terms of people who are subjected to it. If it occurs in the workplace or in work-related environments, the people who become victim cannot prevent it. At that time, discrimination can be discussed as a mobbing behaviour. Accordingly, the main issue of this chapter is discrimination as a mobbing behaviour.
Yapılan bu çalışmada liderlik, mobbing (yıldırma) ve iş tutumu gibi kavramlar üzerinde durularak ve geçmişten günümüze süregelen liderlik teorilerine, mobbing algılarına detaylı olarak yer verilmiştir. Liderlik tarzlarından hangilerinin mobbing oluşumuna zemin hazırladığını, bunun çalışanların iş tutumu performansları üzerinde nasıl etkiler oluşturabileceği ve çalıştığı kurumlardaki çalışma süresinin liderlik tarzları ile mobbing algısının arasındaki ilişkiyi ölçerek, bunun iş tutumu üzerinde nasıl etki yaratabileceği gibi hususlar, yapılan bu çalışmada belirtilmiştir. Çalışmada araştırma birimi olarak, Nahçivan Özerk Cumhuriyeti!nde bulunan Nahçivan Öğretmenler Enstitüsü (NÖE) seçilmiştir. Nahçivan Öğretmenler Enstitüsü bünyesinde yer alan yöneticiler (rektör, rektör yardımcısı, dekan ve bölüm başkanı) ve çalışanları (öğretim görevlisi/üyesi) arasındaki iletişim şekli ve davranış tarzlarını belirlemek amacıyla SPPS 22 istatiksel analiz programından yararlanılmıştır. Çalışanların demografik özelliklerinin yanı sıra, çalıştıkları birimlerinden de bilgi edinerek liderlik tarzlarının ve mobbing algısının; çalışanların iş tutumu, iş performansı üzerine etkilerinin önemi vurgulanmıştır. Araştırmanın sonucunda, çalışanların mobbing davranışı ve liderlik özellikleri ile iş tutumu arasında anlamlı bir ilişki olduğu görülmüştür.
L’objectif principal de ce travail doctoral est de clarifier les relations existantes entre les facteurs organisationnels et le harcèlement moral dans le secteur public ukrainien afin de formuler des mesures de prévention de harcèlement psychologique en milieu organisationnel.A notre humble connaissance, c’est la première étude qui met la lumière sur l’état de harcèlement moral ainsi que sur ses déterminants en Ukraine, où la législation en matière de harcèlement est absente. Cette thèse a également pour ambition de tester l’impact des caractéristiques individuelles de la victime sur le harcèlement moral.Pour ce faire, nous avons mené notre étude en trois temps. Dans un premier temps, nous avons réalisé une analyse de 450 articles sur le sujet. L’objectif de cette étape était de cerner les principaux facteurs organisationnels influençant le harcèlement moral dans le milieu de l’entreprise à partir d’une définition précise : une durée minimale du harcèlement d’au moins 6 mois et une notion de répétitivité de l’acte d’une façon hebdomadaire ou mensuelle. Il s’est avéré que cinq types de facteurs contribuent à l’explication du harcèlement moral, à savoir : l’organisation du travail, le leadership, la culture organisationnelle et le climat social, le système de récompenses et les changements organisationnels.Dans un deuxième temps, nous avons réalisé une étude exploratoire qualitative visant à affiner les résultats d’analyse de la littérature par des éléments propres au terrain ukrainien. 12 entretiens semi-directifs ont été réalisés avec des spécialistes médicaux travaillant dans l’ hôpital obstétrique de Kharkiv (Ukraine). La finalité de cette étape s’est concrétisée par la construction du modèle de recherche.Enfin, dans un troisième temps, une étude confirmatoire quantitative nous a permis de tester statistiquement des liens entre quatorze facteurs organisationnels et trois dimensions du harcèlement moral.Le harcèlement moral a été mesuré à travers une méthode béhavioriste (NAQ, Einarsen et al., 1994). Pour mesurer les variables organisationnelles, nous avons constitué notre propre questionnaire en nous inspirant de plusieurs échelles de mesures testées et validées dans des recherches antérieures. Les démarches de validation transculturelle d’un questionnaire de Vallerand (1989) ont été ensuite appliquées.Au cours de cette étude quantitative, 243 personnes ont été questionnées. 35% sont victimes du harcèlement régulier durant les 6 mois précédant la recherche. Il ressort de notre analyse que le fait d’être un homme augmente la probabilité d’être harcelé. Quant aux facteurs organisationnels, il s’avère que le conflit de rôle, le conflit au travail, le soutien social et l’autorité décisionnelle sont les déterminants majeurs du harcèlement moral dans le contexte ukrainien.
Bu çalışmanın amacı, bir üniversite hastanesinde görev yapan sekreterlerin yıldırmaya maruz kalma düzeylerini belirlemek ve yıldırmaya maruz kalma düzeylerinin çeşitli demografik özelliklere göre farklılaşıp farklılaşmadığını ortaya koymaktır. Çalışmada veri toplama aracı olarak “LIPT (Leymann Inventory of Psychological Terrorization) Ölçeği” kullanılmıştır. Verilerin analizinde tanımlayıcı istatistiksel yöntemler, iki ortalama arasındaki farkın önemlilik testi, tek yönlü varyans analizi (ANOVA), Tukey testi, Kruskal Wallis varyans analizi ve çoklu doğrusal regresyon analizinden yararlanılmıştır. Çalışma sonucunda, hastanede çalışan sekreterlerin yıldırmaya maruz kalma düzeyleri (4,52±0,60) genel olarak düşük düzeyde bulunmuştur. Sekreterlerin iletişim kurma olanağını hedef almaya yönelik davranışlara maruz kalma düzeylerinin (4,21±0,81) en yüksek ve doğrudan sağlığını etkileyen davranışlara maruz kalma düzeylerinin (4,86±0,32) en düşük olduğu tespit edilmiştir. Çoklu doğrusal regresyon analizi sonucunda, sosyal hayatı hedef almaya yönelik davranışlar boyutu dışındaki diğer 5 modelin istatistiksel olarak anlamlı olduğu görülmüştür (F=1.929; p<0.005). Analiz sonucunda, lisans eğitim düzeyinde olanların lise eğitim düzeyine göre, bekârların evlilere göre ve poliklinik ve kliniklerde çalışanların diğer birimlerde çalışanlara göre yıldırmaya maruz kalma düzeyleri daha düşük bulunmuştur.
The article presents various forms of destructive behaviour of employees, briefly introducing their key features. The main idea of this article is to carry out a comparative analysis of studies after discussing the forms of destructive behaviour of employees. Results of quantitative and qualitative research published in 2006-2016 have been compared. Results of studies of destructive relationships between employees in the work environment of organizations providing public services have been reviewed. Keywords: destructive behaviour of employees, forms of destructive behaviour of employees, mobbing, single cases of harassment, discrimination, nepotism, favouritism, cronyism, social ostracism, organizational cynicism, deviant behaviour, informal social networks, public service [http://creativecommons.org/licenses/by/3.0/us/] Licensed under a Creative Commons Attribution 3.0 United States License
The paper scrutinizes the problem of examining managers' career factors in some EU countries. The survey was conducted in the United Kingdom, Germany, Malta, Spain and Lithuania. Methodology was developed by a creative group of European Management Association in cooperation with the authors of this paper, and further applied in the research. Middle and senior managers were examined. The research results indicated large similarities of factors impacting the career of managers in selected EU countries, on the other hand, areas of divergence between the countries in the importance attached to careers' factors were found. The following determinant career factors were determined in all examined countries: professional capabilities; acquisition of experience; individual personality; teamwork and education. Other factors impacting the career are typical just in several countries. Knowledge of languages has a relatively small influence on managers' career in the UK and Germany, but it is essential in Spain, Lithuania and Malta. Geographical mobility is more important for managers in the UK and Germany and less relevant for managers in Malta. Managers from Lithuania and Malta do not trust in importance of chance as a crucial factor of career, but it is more significant for managers in Germany and Spain. The impact of personal and family relationships is regarded as less influential for managers in Germany than in the other countries. However, Germans are the most satisfied managers with their career. Therefore, the findings of this research and their comparisons demonstrated that despite large cultural differences between various European countries, managers' career factors fall into consistent patterns.
The paper scrutinizes the problem of examining managers' value orientations in some EU countries. The globalization of economies, the appearance of new technologies and the enlargement of the European Union are some of the factors, which place increasing prominence and importance on the decisions which managers within organizations and companies are required to take. It becomes necessary for the managers of globally integrated modern organizations to adapt their value orientations to the global economy conditions. Values are the main perceptions and understandings of an organization. They define the way to success. One of the essential ways for adaptation of value orientations is the development of educational process. Seeking to develop these educational processes it is important to know prevailing valuable orientations of managers. Therefore it is necessary to investigate them. This research was carried out to investigate whether there is such a concept as a "European Manager" and to obtain a better understanding of cultural differences. The survey was completed by a total of 1, 360 middle and senior managers across five European countries: Germany, Lithuania, Malta, Spain and the UK. The data collection took place in 2006. Methodology developed by creative group of European Management Association in cooperation with the authors of this paper was applied in the research. Middle and senior managers were examined. The findings show significant common ground amongst managers, in particular in relation to their professional values and core management competences. There is greater divergence when it comes to personal values. A considerable variation regarding values that managers consider to be most important in their personal life was found among the countries. This may indicate the existence of real cultural differences reflected in the personal values held by managers in the different countries. However, it seems that in their professional lives there was much closer correlation among managers from all five countries. These findings will allow improving managers' educational process in universities and other centers of education.
The article considers a significant global issue - gender gap starting and developing own business. The field of business was for a long time reserved to men, thus, despite of an increasing number of female entrepreneurs during last decade, the number of female entrepreneurs in Europe, including Lithuania, remains lower than the one of male entrepreneurs. According to the data of various statistical sources, an average ratio of enterprises newly established by men and women in EU countries is about 70% and 30% (European Economic and Social Committee, 2007). Especially in developing countries where gender stereotypes formed through long decades (women's main role is to be wife and mother) are treated as one of the most important obstacles preventing women to start their own business. Business development, achievements in work environment such as successful carrier, increased personal influence and prestige in society, in contrast with simple job, require conditionally great personal commitment which according to various sources of literature (Nordic Innovation Centre (2007); M. Minniti (2003); P. Tominc, M. Rebernik (2006)) is more acceptable to men than women. Moreover, it is supposed that own business often puts to shade personal private life; therefore it is more associated to men than women. Going deep into the field was also encouraged by the discovery that the analysed literature lacks more detailed discussion of factors that determine the emergence of gender gap in perspective of business establishment. Scientists point out various factors, attach them to various groups, however, little attention is paid to the impact of those factors to existing gender gap. At present, literature does not have an answer to such questions as: "Why do differences exist?", "What causes them?". The aim of the article - to determine differences of gender gap in entrepreneurship - is to review the reasons provided in literature explaining the emergence of gender gap when starting own business, to analyse and point out the factors which positively or negatively influence the behaviour of men and women in business and also, on the grounds of expert evaluation, to perform a comparative study of gender gap in entrepreneurship in Lithuania. Having performed an analysis of scientific literature, the conclusion was made that the theories of feminism and discrimination, changes of demographic factors, different value systems and various other factors best explain the prevailing gender differences between men and women. In order to systemise different factors influencing gender gap, the article provides such factor groups as cultural, organisational, economic, demographic, psychological, technological, institutional and political factors. Also the factors that influence the differences of men and women in business in three ways (increase, decrease and neutral) are excluded. Having completed a comparative analysis of gender differences in entrepreneurship, the conclusion was made that the gender differences discussed and analysed in literature are relevant also to Lithuanian entrepreneurs. An expert survey revealed that enterprises managed by men are bigger, exist longer than the ones managed by women; however, the fields of business establishment of both men and women are very similar. It is important to note that the theory emphasises different value systems of genders in obvious practise.
Women comprise more than a half of Lithuania's population. It is one of the most numerous social groups whose comparative weight in the overall population is gradually growing: in 1989 women comprised 52.7% of the population, in 2000 this indicator approached 52.9% and in 2004 women comprised 53%. By the initiative of women organizations and movements in 1993 the Republic of Lithuania joined UNO Convention 1979 oil the abolition of women and all discrimination forms. After the 0 World Conference on women issues Women advancement programmer was created in Lithuania as well. In November 1996 the government approved of this programmer. Lithuania is one among the first East and Central European countries in which a position of a state counsellor on women issues was established ill 1994, there are such positions in the Ministry of Social Security and Labour and the Department of Statistics. One of the greatest achievements in the law protecting woman is the law on Equal Opportunities of Women and Men which was passed in the Seimas oil December 1, 1998. The significance of the law consists in that that it defines discrimination of gender and prohibits it, regulates relations in the spheres of labour and education. After Lithuania's entrance into the European Union a situation in labour market and the sphere of payment is changing. Nevertheless, women's payment is smaller in comparison with that of men; though the percentage of unemployed men and women is alike (there were 11% of unemployed men and 11.8% of women in the year 2004). The potentiality of women is not availed in labour market because in Lithuania partial employment is not still widespread. A stereotyped role of a man as that of a "breadwinner", however, and of a woman as that of a "housewife" is still present in our society. A sphere in which women in Lithuania and Eastern and Central Europe have achieved considerable results is education. Yet allocation of men and women with regard to positions is obviously uneven. Though absolute majority of teachers are women, but there are 63.5% of men who occupy the position of a secondary school principal. Despite women's higher education, men climb the career ladder faster, occupy higher positions and get higher salaries. Women do not earn more than men in any sphere of economic activity.
The paper concentrates on human resources (HR) management in public sector. The authors give a theoretical description of the main aspects of New public management (NPM), the changes of human resources management influenced by NPM, and the preparationl resistance of human resources to the changes. Seeking for the effectiveness of public institution's activity the importance of human resources becomes especially evident The system of human resources in the public sector is closely related with the creation of the new quality. But at present there is no suitable correspondence of NPM with the priorities of the long-term development, the ways of their implementation and the means in the sphere of human resources' development. Empirical data is obtained by surveying Kaunas municipality heads' attitude to strategic personnel management. Generalizing the results of theoretical and empirical researches the authors present the main change trends of HR management in the public sector.
In this article, the state of the art of research on emotion work (emotional labor) is summarized with an emphasis on its effects on well-being. It starts with a definition of what emotional labor or emotion work is. Aspects of emotion work, such as automatic emotion regulation, surface acting, and deep acting, are discussed from an action theory point of view. Empirical studies so far show that emotion work has both positive and negative effects on health. Negative effects were found for emotional dissonance. Concepts related to the frequency of emotion expression and the requirement to be sensitive to the emotions of others had both positive and negative effects. Control and social support moderate relations between emotion work variables and burnout and job satisfaction. Moreover, there is empirical evidence that the cooccurrence of emotion work and organizational problems leads to high levels of burnout.