Mobingo kaip diskriminacijos darbuotojų santykiuose poveikis organizacijos klimatui

Vveinhardt, Jolita

doi:10.3846/1648-0627.2009.10.285-297

Cited by 6 publications

(5 citation statements)

References 41 publications

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“…M. Kristenson et al (2001) compared the impact of mobbing on cardiovascular diseases in Lithuania and Sweden, V. Malinauskien÷ et al (2005) related the effects of terrorization with cardiovascular diseases of teachers, P. Žukauskas and J. Vveinhardt (2009a) extended the concept of mobbing in the aspect of discrimination and found the following: socio-demographic characteristics of mobbing victims in the public and private sector organizations, the relationship of mobbing with the organizational climate, the expression of mobbing in accordance with the areas of professional field of activity, modelling managerial decisions on the prevention and intervention (Vveinhardt, 2009;Žukauskas, Vveinhardt, 2010Žukauskas, Vveinhardt, , 2011Vveinhardt, Žukauskas, 2012).…”

Section: Organizational Contextmentioning

confidence: 99%

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Systemic Vectors of Individual and Organizational Dimensions in Emergence of Mobbing in Employee Relations

Vveinhardt

2013

Laisvalaikio Tyrimai

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The purpose of this research article is pursued by analysing and systematising the results of the recent research, drawing the vectors of organizational environment, the change in direction which would influence the phenomenon preventively. In this article the causes of mobbing are analysed in two ways: in individual and organizational aspects, in order to answer the question of how to reduce the risk of mobbing by managerial actions, taking into account these criteria. The role of organizational system is highlighted as a factor, determining the emergence of bullying in the work environment. The analysis of individual causes of mobbing reveals that the attacks related to bullying are more likely to occur on personalities with exceptional features. The dynamics of organizational and individual factors, which affects bullying in organization and escalation of mobbing, was determined. The systematised findings of the most recent and earlier research suggest the topics for new studies of mobbing in relations within work organizations.

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Section: Organizational Contextmentioning

confidence: 99%

“…The problem must be addressed by improving working conditions, reducing physical load, increasing awareness on the subject (Johns, Menzel, 1999). The research conducted in Lithuania has shown that the occurrence of mobbing in the activities of hotels and restaurants reaches almost 6 percent (Vveinhardt, 2010).…”

Section: Introductionmentioning

confidence: 99%

Systemic Vectors of Individual and Organizational Dimensions in Emergence of Mobbing in Employee Relations

Vveinhardt

2013

Laisvalaikio Tyrimai

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“…ir tik nedaugelis Lietuvos mokslininkų (Vasiljevienė 2004(Vasiljevienė , 2006Malinauskienė et al 2005;Barkauskaitė, Žadeikaitė 2006;Eičinas, Vilkevičius 2006;Sąlyga et al 2008;Žukauskas, Vveinhardt 2009aŽukauskas, Vveinhardt , 2009b. Mobingo samprata, reiškinio įtaka organizacijos klimatui pateikti žurnalo "Verslas: teorija ir praktika" 2009 m. 10(4) (Vveinhardt 2009) numeryje, pasiūlytas mobingo kaip diskriminacijos darbuotojų santykiuose gerinant Lietuvos organizacijų klimatą diagnozavimo modelis.…”

Section: įVadasunclassified

Mobingas Lietuvoje: padalinio ir organizacijos situacija pavienių teiginių lygmenimis

Vveinhardt

2010

Business: Theory and Practice

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Santrauka. Straipsnyje pristatomi užsienio ir Lietuvos autoriai, analizavę mobingo bei diskriminacijos reiškinius. Aptariamos tyrimo priemonės charakteristikas (mobingo kaip diskriminacijos darbuotojų santykiuose požymiai; mobingo kaip diskriminacijos darbuotojų santykiuose veiksmai; papildomi mobingo kaip diskriminacijos darbuotojų santykiuose požymiai) sudarantys kriterijai. Išskiriami pavieniai priemonės teiginiai, nusakantys mobingo raiškos stiprumą padalinio ir (arba) organizacijos lygmeniu. Padalinio ir organizacijos situacijos diagnozavimas pavienių teiginių lygmenimis buvo sudėtinė tyrimo, kuriuo siekta nustatyti mobingo kaip diskriminacijos darbuotojų santykiuose raišką, gerinant Lietuvos organizacijų klimatą, dalis. Apklausoje dalyvavo 1379 respondentai, atstovaujantys viešajam ir privačiam sektoriams (privatus sektorius -998 stebiniai, viešasis sektorius -381 stebinys). Į imtį pateko dvidešimt dviejų profesinės veiklos sričių organizacijos. Pasitvirtino Vakarų mokslininkų tyrimų rezultatai, t. y. mobingas kur kas ryškesnis švietimo bei sveikatos priežiūros ir socialinio darbo srityse. Lietuvos organizacijose išryškėjęs rezultatas -mobingo reiškinys dažnas leidybos, prekybos ir transporto bei žemės ūkio veiklos srityse. Tyrimo rezultatai Lietuvos organizacijose rodo, kad mobingas dažnesnis privataus sektoriaus organizacijose. Tai būtų galima sieti su konkurencija. Viešajam sektoriui būdinga savita darbo struktūra. Dėl palyginti mažos pasiūlos darbo rinka yra ribota, o dėl socialinių garantijų darbo vieta labiau saugoma. Tyrimo rezultatai patvirtino hipotezę, kad mobingas yra visos organizacijos problema.Reikšminiai žodžiai: mobingas, diskriminacija, darbuotojų santykiai, padalinys, organizacija. MOBBING IN LITHUANIA: SITUATION OF THE DIVISION AND THE ORGANISATION ON THE LEVELS OF INDIVIDUAL STATEMENTS Jolita VveinhardtVytautas Magnus University, Daukanto g. 28, LT-44246 Kaunas, Lithuania E-mail: j.vveinhardt@evf.vdu.lt Received 15 March 2010; accepted 10 May 2010 Abstract. The foreign and Lithuanian authors who analysed mobbing and discrimination phenomena are presented in the article. The criteria which form the characteristics of the research instrument (the features of mobbing as discrimination in employee relations; the actions of mobbing as discrimination in employee relations; additional features of mobbing as discrimination in employee relations) are discussed. Individual statements of the instrument, which signal about the strength of mobbing on the level of the division and/or the organisation, are distinguished. Diagnosing the situation of the division and the organisation on the levels of individual statements was an integrate part of the research which aimed at determining the expression of mobb-

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“…were discussed from the perspective of human resource evaluation especially broadly and consequently. From the perspective of organizational climate, the widest research was carried out on: the connection between organizational climate and employee interrelations (Vveinhardt, 2009); changes in the measurements of organizational climate when planning the performance improvement and seeking greater efficiency (Rekasiute-Balsiene, 2005); striving of the organization to be successful (Vveinhardt & Skindaraite, 2012), etc.…”

Section: Introductionmentioning

confidence: 99%

Network Model of Human Resource Evaluation and Organizational Climate Interaction Phenomenon

Papšienė

Vaitkevičius²

2013

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Human resource evaluation and organizational climate interaction phenomenon, defined in the context of empirical research, is described in this paper. Prior to this, both in Lithuanian, where the research was conducted, and in the world literature the issues of human resource evaluation and organizational climate were analyzed rather widely. There are many works where they are defined rather comprehensively. In this paper, those works are reviewed, and the conceptual complex model defining the phenomenon of human resource evaluation and organizational climate is designed on their basis. This model consists of the following elements: evaluation methodology, organization of the evaluation, discussion on the evaluation, employee assessors, safety and/or explicitness, diligence and creativity, values and traditions, attractiveness of the work process, manager's relations with employees, employee interrelations and conflicts. Empirical research methods of this model are presented in this paper, including both empirical verification arguments of the research tool and the theoretical model the empirical validation methodology. The questionnaire (based on respondent notions and attitude) was designed by the joint authors of this paper P. Papsiene and J. Vveinhardt and was verified by the methods of factorial and reliability analysis. The designed questionnaire was used for the human resource evaluation and organizational climate interaction research. Interaction of human resource evaluation and organizational climate was analyzed and interaction models were designed using the method of multivariate linear regression. Human resource evaluation and organizational climate interaction research enabled to compose six interaction models and one complex model which is provided in the network diagram. Created models allow better understanding of human resource evaluation and organizational climate interaction as well as its forms. The research on interaction of human resource evaluation and organizational climate showed that in general those two dimensions of organizational evaluation are closely interrelated. They not only affect each other, but also form various network models that define the complexity of interaction and its general construct.

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Mobingo kaip diskriminacijos darbuotojų santykiuose poveikis organizacijos klimatui

Cited by 6 publications

References 41 publications

Systemic Vectors of Individual and Organizational Dimensions in Emergence of Mobbing in Employee Relations

Systemic Vectors of Individual and Organizational Dimensions in Emergence of Mobbing in Employee Relations

Mobingas Lietuvoje: padalinio ir organizacijos situacija pavienių teiginių lygmenimis

Network Model of Human Resource Evaluation and Organizational Climate Interaction Phenomenon

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