This paper presents the results of research into the influence and predictive effects of organizational culture and leadership (transformational, transactional and ethical leadership) on workplace bullying and mistreatment in organizations in Serbia. The moderating effect of company success on the observed relationships was also examined. The data were obtained through a survey of 536 respondents (employed by organizations in Serbia). Ethical and transformational leadership, as well as organizational culture with pronounced human orientation and in-group collectivism have all been shown to reduce workplace bullying. The strong power of ethical leadership in these processes is particularly emphasized. In contrast, transactional leadership, high power distance, and unrealistic insistence on achieving superior results increase the chances of workplace bullying. In doing so, high performance expectations have a greater effect on work-related bullying, and power distance on person-related bullying. The dimensions related to high performances and rewards have a complex, sometimes contradictory impact on workplace bullying. Organizational culture and leadership have a much stronger impact on workplace bullying in high success companies than in low success companies.
Why are the media important? The role of the media is to send messages; they are those who have taken on a public role to provide information to citizens, to explain, analyze, interpret in various ways, however, the problem is that critical thinking is lost to events and information, but it is news they only make it without any analysis, but always so that the citizen has the minimal basis for something to conclude about the quality and objectivity of this information. Whether it’s a marketing or media industry, this paper aims to present subtle and non-so-subtle tactics of mass manipulation that affect our conscious and unconscious mind that affects our thinking and behavior.
Veoma je bitno pričati o mobingu, značajnu ulogu ima podrška medija, jer ukoliko ljudi imaju više informacija, onda mogu i da znaju na šta da se požale. Ćutanje javnosti predstavlja ćutanje žrtvi. Poražavajuća činjenica jeste što se mnogi ne odlučuju da prijave mobing iz straha da ne ostanu bez posla, kao i zbog toga što na putu da se izbore za svoja prava uglavnom ne dobijaju podršku okoline. Većina ljudi karakteriše mobing kao svakodnevicu, to je dan života i svaki naredni dan u kojoj žrtve mobinga ne mogu da budu funkcionalne ni sebi, ni porodici, ni prijateljima. Svakodnevica većine ljudi je najrealniji odraz stanovništva Republike Srbije. Državu čine njeni ljudi i za normalan rast i razvoj države neophodno je da i njeno stanovništvo ima normalne uslove za život i rad i da pre svega, stavi svoje zdravlje na prvo mesto.
This paper presents the results of the research of the six control variables impact on workplace bullying dimension and harassment items. Gender of respondents, Age of respondents, Education of respondents, National origin of the company, Ownership structure of the company, and Size of the company (number of employees) were used as control variables. The research was conducted through a survey with respondents, and respondents are employees in Serbian organizations, at different hierarchical levels. The sample included 536 questionnaires. T-test was applied to average ratings of the workplace bullying dimensions and and self-labelling (mistreatment) item and in compliance with the aforementioned control variables. It was indicated that workplace bullying is not present in organizations in Serbia to a large extent, but it is still higher than in some highly developed countries. The size of the company (number of employees) has been identified as the only, hence a very important factor in the emergence of workplace bullying in organizations in Serbia. Workplace bullying is more emphasized in large companies than in small ones. This phenomenon is discussed in the paper.
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