Toxic Employees: Problems and Methods of Management

Эсаулова, Ирэна; Nagibina, Natalya I.

doi:10.29141/2218-5003-2017-7-5-8

Cited by 5 publications

(1 citation statement)

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“…In this context, destructive relationships at work, also called toxic, are a wide range of negative acts of violence manifesting themselves as bullying, intolerance, harassment in the workplace, and the like (Neuman, 2000 ; Goldman, 2008 ; Hollis, 2015 ; Milosevic et al, 2019 ). Research also emphasizes toxic employees (Jonason et al, 2012 ; Esaulova and Nagibina, 2017 ; Helfrich and Dietl, 2019 ) initiating destructive interrelationships, the most radical form of which is workplace mobbing—a phenomenon encompassing a wide range of consequences (Topa Cantisano et al, 2007 ; Kozakova et al, 2018 ; Pheko, 2018 ; Erdis et al, 2019 ). The victims experience strong emotional and/or physical suffering (Vartia, 2001 ; Duffy and Sperry, 2007 ; Merilainen et al, 2016 ), and in extreme cases—mobbing—they feel helpless and unable to defend themselves (Nielsen et al, 2015 ).…”

Section: Literaturementioning

confidence: 99%

Search for Spiritual Assistance in Religious Organizations: What Are the Motives of Persons Who Have Experienced Destructive Relationships at Work?

Vveinhardt

Deikus

2021

Front. Psychol.

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Religious assistance is an effective tool in helping the victims of violence, but so far, it has not been investigated that what promotes the persons aggrieved in the workplace to seek such assistance. Therefore, this study aimed to identify the motives of persons who have experienced destructive relationships, which inspire the search for spiritual assistance in religious organizations, seeking to develop the provision of such service. After the analysis of the scientific literature, a questionnaire “Motives of Persons Aggrieved at Work for Seeking Spiritual Assistance (MP-SSA-40)” was developed and validated. In this study, a survey was conducted on 463 persons working in Lithuanian organizations using the questionnaire survey method. The correlation and regression analyses were performed. The study has shown that the religiosity of the victim is not the only condition for seeking spiritual assistance. Significant factors are the congruence of values borne by the person and the religious organization, the motives arising from the relation with the person providing assistance, and the motives determined by circumstances that create an important contextual background. The established trends show that by solving work-related problems and problems of interpersonal relationships of assistance providers, obstacles hindering the implementation of intrinsic motives of the victim to apply for spiritual assistance to the religious organization, providing it can be removed. The value of the article is demonstrated by the fact that it fills the existing gaps of knowledge about the motives of victims of destructive relationships at work, seeking religious spiritual assistance. In addition, a new and reliable instrument to measure such motives is proposed.

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Section: Literaturementioning

confidence: 99%

Search for Spiritual Assistance in Religious Organizations: What Are the Motives of Persons Who Have Experienced Destructive Relationships at Work?

Vveinhardt

Deikus

2021

Front. Psychol.

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Moral Standards in the Organization: the Regulatory Nature and Management of Ethical Behavior of Employees

Романова

Laas

Gurova

2021

Management of the Personnel and Intellectual Resources in Russia

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The article presents the results of a study (questionnaire survey) of managers and ordinary employees of public and private Russian organizations on the problem of the regulatory role of ethical rules for labor / organizational behavior and the management of ethical actions of personnel. The answers of respondents to the questionnaire about the mission of moral standards in the organization and the importance of their observance are analyzed in detail and presented; on the state of compliance with ethical canons in the organization, detailed reasons and forms of their violation; on the preferred sanctions for violation / observance of moral standards; o the presence of Ethical Codes in companies and their purpose. The results of the survey showed that ethical norms are the most important regulator of labor / organizational behavior, and their most important purpose is "the development of good relations between employees." Most of the respondents are satisfied with the state of observance of moral standards in their organizations, and also believe that the management pays sufficient attention to their observance. The study revealed that the main cause of violation of moral standards in companies is the personal characteristics of employees, then the management style, and then organizational factors. The most “popular” form of deviation from moral rules in the eyes of respondents is shirking orders. At the same time, the leading role of management is indicated as a role model, which is followed by ordinary employees when choosing ethical or unethical actions. For the most part, the organizations have not developed and do not have Codes of Ethics, the mission of which, according to the participants of the survey, is to orient staff towards ethical behavior and resolve the moral problems of the organization. At the same time, the respondents indicated that it is necessary to apply sanctions both for deviating from moral rules and for observing them. The research results are practice-oriented. At the same time, they cannot reflect the entire variety of aspects of the influence of the regulatory essence of moral canons on labor / organizational behavior and its management system.

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Conflicts՚ Sources and Stressful Factors in Modern Organizations

Романова¹,

Laas²,

Gurova³

2021

Vestnik universiteta

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The article gives the results of a study of managers and ordinary employees of Russian organizations on the problem of identifying sources of conflicts and stress factors affecting the functioning of companies. The paper analyses in detail and presents the answers of respondents to the questionnaire about the frequency of the confrontation; on the impact of collisions on staff productivity and on the development of unfavorable mental states of workers; on the role of management and ordinary employees in the emergence of conflicts; about the main reasons for the conflict confrontation; on the system of conflict and stress management, including measures to prevent and resolve them. The results of the survey showed that both the company’s management and ordinary personnel are involved in conflicts, and the leading source of confrontation, according to the majority of respondents, is the individual psychological characteristics of employees. At the same time, the conflicts themselves act as stress factors, having a direct adverse effect on the efficiency of activities and causing specific unwanted emotional reactions. Among other things, the results of the survey showed that the organizations where the respondents work do not have a well-functioning system of conflict management. The research results are practice-oriented.

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Toxic Employees: Problems and Methods of Management

Cited by 5 publications

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Search for Spiritual Assistance in Religious Organizations: What Are the Motives of Persons Who Have Experienced Destructive Relationships at Work?

Search for Spiritual Assistance in Religious Organizations: What Are the Motives of Persons Who Have Experienced Destructive Relationships at Work?

Moral Standards in the Organization: the Regulatory Nature and Management of Ethical Behavior of Employees

Conflicts՚ Sources and Stressful Factors in Modern Organizations

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