Jolita Vveinhardt
E-mail: jolita.vveinhardt@gmail.com
Jūratė Kuklytė
E-mail: jurate.kuklyte@gmail.com
Submission: 31/08/2016
Accept: 01/09/2016
ABSTRACT
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.
1. INTRODUCTION
Relevance
of research. Phenomena of destructive behaviour of employees breach
functionality of relationships between employees and have a negative effect on
the overall climate of the organization and quality of work.
Studies of destructive relationships of employees
carried out at the global level support the effect of the phenomenon by
psychological, social and economic costs (AKELLA, 2016; ALIAS; RASDI, 2015;
HOLLIS, 2015; YILDIZ; LÜTFIHAK, 2015; HUTCHINSON; JACKSON, 2014; QURESHI et
al., 2014; VEGA; COMER, 2005; BENNETT; ROBINSON, 2000).
Several forms of destructive relationships of
employees that have received the maximum attention from the researchers are
distinguished in the scientific literature. They are mobbing (AKELLA, 2016;
PILCH; TURSKA, 2015; ŽUKAUSKAS; VVEINHARDT, 2015; VVEINHARDT, 2012a),
discrimination (VASCONCELOS, 2015; VVEINHARDT et al., 2014; ROSENBAUM et al.,
2012), nepotism (FU, 2015; ŽULOVA, 2015; JASKIEWICZ et al., 2013; KRAGH, 2012;
ARASLI; TUMER, 2008), favouritism (PUČĖTAITĖ, 2016; PUČĖTAITĖ; LÄMSÄ, 2008;
ARASLI; TUMER, 2008; HIPPEL, 2008), cronyism (HOLLIBAUGH, 2015; KELEŞ et al.,
2011), social ostracism (WU et al., 2016; VVEINHARDT, 2016; ZIMMERMAN et al.,
2016; KULKARNI; SOMMER, 2015; O‘REILLY et al., 2014; YAN et al., 2014) and
social loafing (RECARIO et al., 2015; KARADAL; SAIGIN, 2013; VICKERY, 2013;
MEFOK; NWANOSIKE, 2012).
However, in spite of the processes of globalisation
and scientific contribution of researchers to the development of research of
destructive employees’ behaviour, there is a lack of comprehensive research
works in the sphere of social services. The studies of destructive behaviour of
employees published over the recent decade are more often in work environment
of universities, their context is traditionally associated with undergraduate,
post-graduate or doctoral study process.
Research problem. In scientific articles deviant
behaviour in the work environment is noticed and more broadly studied in the
public sector (BUUNK et al., 2016; HUTCHINSON, JACKSON, 2014; MCKAY, 2014; LIU
et al., 2010), however, some research in the private sector is found as well
(HOLIS, 2015; SALIN, 2003). The number of studies on destructive behaviour of
employees is sufficient, but socio-cultural context, affecting the activities
of political, administrative system of a country is focussed more often,
therefore, it is appropriate to carry out a detailed analysis of scientific
literature and to compare the results of studies carried out in different
sectors of social services. It is also important to define clearly the
mentioned forms of destructive behaviour of employees, highlighting their
specific character. The following problem questions are raised in this
research:
(1) what are the most common forms of destructive
behaviour of employees analyzed in the scientific sources?
(2) what are the fundamental results of quantitative
research of destructive behaviour of employees published over the last ten
years?
(3) what are the fundamental results of qualitative
research of destructive behaviour of employees published over the last ten
years?
(4) what are the studies of destructive behaviour of
employees carried out in the work environment of organizations providing public
services?
Research subject: forms of destructive behaviour of
employees.
The aim of the research is to carry out the
comparative analysis of quantitative and qualitative research of the phenomena
in order to emphasize the spread of the phenomena in the work environment of
organizations providing public services after discussing the forms of
destructive behaviour of employees.
The main research objectives are:
(1) to discuss the most common forms of destructive
behaviour of employees analysed in scientific sources.
(2) to compare the results of quantitative research of
destructive behaviour of employees published in 2006-2016.
(3) to compare the results of qualitative research of
destructive behaviour of employees published in 2006-2016.
(4) to review the results of research of destructive
behaviour of employees in the work environment of organizations providing
public services.
Methods of research: analysis and synthesis of
scientific literature, analysis of secondary data, content analysis.
2. LITERATURE REVIEW
Forms of
destructive behaviour of employees. Starting from LEYMANN, a number of
researchers explored the phenomenon of mobbing (LEYMANN, 1990; 1993, 1995,
1996; BJÖRKQVIST; ÖSTERMAN et al., 1994a, 1994b; ZUSCHLAG, 1994; NEUBERGER,
1994; DIERGARTEN, 1994; KNORZ; ZAPF, 1995; NIEDL, 1995; EINARSEN; SKOGSTAD,
1996; VARTIA-VAANANEN, 1996; EINARSEN; RAKNES, 1997; RAYNER; HOEL, 1997; QUINE,
1999). Many of these scientists have researched mobbing in various aspects: H.
Leymann (1990) discussed it as psychological terror at work, K. Björkqvist, K.
Österman and colleagues (1994b) as aggression among employees of the university
and hidden gender aggression, B. Zuschlag (1994) as harassment and bullying, O.
Neuberger (1994) analysed mobbing as “playing bad games” in organizations, M.
Vartia-Vaananen (1996) analysed the relationship of mobbing and organizational
climate, etc. Mobbing is identified as a long-term, purposeful pressure,
intimidation using psychological measures. Characteristics of mobbing are
defined by psychological pressure, group participation, long-term, purposeful
action. Most researchers emphasize that to detect and recognize such negative
phenomena as the cases of harassment, they should be repetitive (EINARSEN;
SKOGSTAD, 1996; VARTIA-VAANANEN, 1996; HOEL et al., 2003; SALIN, 2005). H.
Leymann (1993) describes mobbing as negative behaviour that lasts for at least
half a year, and is repeated at least once a week. This definition is perhaps
the best to reflect the aims of the attacker – to create the environment full
of permanent fear and threat to the victim.
Nepotism in
the work environment can be of two forms (PADGETT; MORRIS, 2005):
cross-generational nepotism and paired employees (Table 1). Cross-generational
nepotism is based on employment of members of the family (two or more
generations), and it usually happens in family-owned companies that relatives
or grandchildren are employed. The term “paired employees” is related to the
relationship between the husband and wife at work. This form is seen as more
controversial in the world of business taking into account the increasing
occurrence of the phenomenon, when one of the spouses applies for a position in
the same organization where the partner works without knowing this. There are
very common conflicts between the partners, who work in the same organization
and their relations become strictly subordinated (PADGETT; MORRIS, 2005).
It is also
important to review the variants of nepotism: favouritism and cronyism. On the
basis of I-Pang Fu (2015), favouritism as well as nepotism and cronyism is
identified with deviant behaviour in the business world, based on merit. Since
these phenomena are associated with offences and defiance of individual or
group norms, the analysis must take into account ethical principles – fairness,
critique, supervision and profession (SHAPIRO; STEFKOVICH, 2011). According to
Ozler et al. (2011), favouritism means preference for those who are more
efficient and competent in individual participation in the labour processes.
Favouritism is common in organizations. Ponzo and Scoppa (2010) distinguished
group favouritism, which reduces the cost of recruitment. Nadeem et al. (2015)
emphasize the positive effect of this phenomenon on the productivity. J.
Vveinhardt and L. Petrauskaitė (2013) highlight the genetic context of kinship,
characteristic of nepotism, which is uncharacteristic of phenomena of
favouritism and protectionism. Favouritism is associated with emotional content
– it can occur as benevolence in the absence of any direct or indirect tangible
benefit, and protectionism is associated with systematic pursuit of benefit by
illegal measures.
Table 1: The
most frequently analysed forms of destructive behaviour of employees
|
Title |
Concept |
Authors (year) |
|
Mobbing |
Direct or indirect aggression in the workplace
by one or more employees exercised systematically and for a longer period of
time, in the situation where a person suffering from it is experiencing
difficulty in defending himself |
Buunk et al. (2016); Bergbom et al. (2015); Hollis (2015); Pilch,
Turska (2015); Brudnik-Dabrowska (2014); Kostev et al. (2014); Vveinhardt et
al. (2014); Qureshi et al. (2014); Brewer, Whiteside (2012); Carnero et al. (2012);
Vveinhardt (2012a), Vickers (2009); Martin (2000) |
|
Single cases of harassment |
Actions, having the goal to cause mental (and
sometimes physical) pain. These actions are directed against one or more
persons. Duration and frequency of the actions are not defined. |
Akella (2016); Cheung et al. (2016); Hutchinson, |
|
Discrimination |
Restriction of a person’s rights or the
provision of certain privileges with regard to the features of gender, age,
race, nationality, language, origin, social position, religion, beliefs in
the work environment. |
Hollis (2016); Vasconcelos (2015); Vveinhardt et al. (2014), Hrast et
al. (2013); Berry, Bell (2012); Rosenbaum et al. (2012); Mavin (2008);
Trevino, Nelson (2004), Jonsson (2001) |
|
Nepotism |
Illegal
form of patronage, based on family ties. |
Fu (2015); Žulova (2015); Jaskiewicz et al. (2013); Žukauskas,
Vveinhardt (2013); Padgett, Morris (2005) |
|
The
problem of business ethics, where work relationships are based on criteria of
fellowship, kinship. |
Pučėtaitė (2016), Vveinhardt (2012b); D‘Cruz, Noronha, (2011); Palidauskaitė
(2011); Vosyliūtė (2010); Pučėtaitė et al. (2010); Ralys (2010); Pruskus
(2003) |
|
|
Nepotism
is discrimination as well as exclusion by gender or belonging to an ethnic
group, only in this case the discrimination is related to the family, money,
interest group and benefit. |
Kang, Kim (2016); Sarpong, Maclean (2015); Vveinhardt, Petrauskaitė
(2013); Arasli et al. (2006); Mutlu (2000) |
|
|
The concept is used in parallel with bribery,
protectionism, corruption, tax evasion, electoral bribery. |
Yanga, Amoako (2013); Vveinhardt (2012b); Piliponytė (2004) |
|
|
Manipulation in staff competitions. |
Onoshchenko, Williams (2014); Yanga, Amoako (2013); Pivoras (2012) |
|
|
Favouritism |
Preference to the persons who are more
efficient and competent in individual participation in the work process. |
Fu (2015); Nadeem et al. (2015); Ozler et al. (2011); Ponzo, Scoppa
(2010); Arasli, Tumer (2008) |
|
Favourable behaviour of the heads of the
organization with the employees with whom they have friendly relationships,
regardless of their productivity, effort and motivation. |
Pučėtaitė (2016), Pučėtaitė, Lämsä (2008) |
|
|
Cronyism |
Granting high positions, honorary names to
friends, often occurring in the public service. |
Pučėtaitė (2016), Vasiljevienė (2006), Trevino, Nelson (2004) |
|
Nepotism favouritism cronyism |
Patronage in both the public and private
sectors, providing exclusively preferential treatment for representatives of
a certain social network. |
Safina (2015); Vveinhardt, Zygmantaitė (2015); Arasli, Tumer (2008) |
|
Social ostracism |
Social exclusion because of the individual characteristics, attitudes
in the work environment. |
Gkorezis, Bellou (2016); Mok et al. (2016); Wu et al. (2016);
Vveinhardt (2016); Zimmerman et al. (2016); Kulkarni, Sommer (2015); Scott et
al. (2015); Gamian-Wilk (2013); Leung et al. (2011); Ferris et al. (2008);
Kerr et al. (2008), Hitlan et al. (2006) |
|
This is ignoring one or more persons or
exclusion from a group of individuals, which is difficult to identify as it
appears as punishment for an individual’s behaviour or aggression. |
Ogurlu (2015), Thau et al. (2015); Sealey (2015); Scott et al. (2014);
Renn et al. (2013); Nezlek et al. (2012); |
|
|
|
It can also be seen as intentional social
isolation planned in advance in order to cause negative emotions, reducing
the individual’s self-esteem. |
O‘Reilly et al. (2014); Cullen et al. (2014); Yan et al. (2014); Poon,
Chen (2014); Zhao et al. (2013); Tambulasi (2009) |
|
Social loafing Other phenomena defining destructive relationships of employees |
This is a phenomenon characteristic of persons
working a group, when they make less effort to perform a task, and the result
depends on the joint efforts of members of the group and the sum of the
contributions. |
Recario et al. (2015); Karadal, Saigin (2013); Vickery (2013), Mefok, Nwanosike (2012), Van Dick et al. (2009); Liden et al. (2004); Tata (2002); Williams et al. (1981) |
|
Organizational cynicism is a negative
attitude, which consists of the belief to make an influence on the behaviour
of other individuals, with a view to united, better work in the organization. |
Togonz, Yilmaz (2008) |
|
|
Organizational cynicism is a negative attitude
to the organization, in which one works. Procedures, processes and
organizational management are evaluated negatively, and it is believed that
all of this works to the disadvantage of the employee. |
Altinkurt, Ekinci (2016); Aslam et al. (2016); Scott, Zweig (2016); Tekiner, Tavas
(2016); Yildiz, (2014); Wilkerson et
al. (2008); Naus et al. (2007); Davis, Gardner
(2004) |
|
|
|
Organizational cynicism is the passive
behaviour of individuals in the work environment, which results from
emotional and physical burn-out. |
Vėtaitė et al. (2010); Williams et al. (2009) |
|
|
Depersonalization (cynicism) is a perfunctory
attitude to work carried out and duties, indifferent or negative reaction to
colleagues; reduced personal achievements. In the work environment it is
expressed by the feeling of incompetence, lack of achievements and
effectiveness. |
Simha et al. (2014); Schaufeli,
Salanova (2011); Shepherd et al. (2011); |
|
|
Cyber-loafing is a negative phenomenon, when
the Internet is used for personal matters during work time, imitating work
activities to colleagues and managers. |
Çınar, Karcıoğlu
(2015), Messarra et al. (2011) |
Made by authors
3. QUANTITATIVE METHODS AND RESEARCHES
In order to determine what instruments are used to
research the forms of destructive behaviour of employees, analysis of
scientific publications, which present the results of quantitative studies, was
carried out (Table 2). The latest scientific publications in the journals,
referred in Thomson Reuters Web of Knowledge and (or) Scopus and other
databases were analysed. Taking into account the recent studies, the forms of
destructive behaviour of employees are supplemented by religious and gender
discrimination, and cyber-loafing. After completion of the initial review, it
should be stated that most studies were carried out to investigate the
destructive relationships between teenagers, but deviant behaviour occurs and
is researched in various sectors (science and education, health care,
transport, telecommunications, etc.).
Table 2. Destructive
behaviour of employees: quantitative studies of 2006-2016
|
Forms |
Sample |
Results of the
research |
Authors |
Year of publishing |
|
Mobbing |
N=2625 (patients of a psychiatric hospital, who experienced mobbing in 2003- |
Most persons who experienced mobbing suffered from depression (32.7%),
and sleep disorders (20.4%). 11.9% of persons also suffered from digestive
system disorders, in 9.7% of the persons anxiety occurred. |
Kostev, K., Rex, J., Waehlert, L., Hog. D., Heilmaier, C. |
2014 |
|
N=207 (employees of restaurants in |
Regression model includes the team level (climate factors) and the
individual level (personality traits). Statistical significance is found only
with long-term bullying. |
Mathisen, G. E., Ogaard, T., Einarsen, S. |
2012 |
|
|
Single cases of harassment |
N=1313 (transport sector employees in |
It was found that women were usually more exposed to bullying than men
(z = -1.999; p <0.05). Women suffer more bullying than men from colleagues
in the workplace (Z = -2.712; p <0.01), firstly: most bullying from
colleagues, which does harm to the image of the employee (z = -2.922; p
<0.01) and bullying, which has a negative effect on social relationships
(Z = -3.004; p <0.01). Individuals with management experience are bullied
more often (z = -2.762; p <0.01). Managing persons are bullied more often
than individuals with lower-ranking positions (Z = -2.260; p <0.05). |
Drabek, M., Merecz, D. |
2013 |
|
N=3112 (employees of 25 different companies in |
50.9% of men (10-18 years old) have more often experienced single
cases of harassment in the Internet than in the real-world communication.
14.5% of the employees have experienced bullying in work environment, and
85.5% employees have never experienced bullying from their colleagues or
employers. |
Giorgi, G., Arenas, A., Leon-Perez, J. M. |
2011 |
|
|
N=432 (schoolchildren of the 8th grade) |
It was found that 67% of the respondents were called “nerds” because
of their appearance or abilities. 46% of the respondents experienced at least
one of the 13 forms of bullying (calling names, bullying, threats, pushing,
dropping books from the desk, fighting, etc.) when learning in the 6th
grade. Such bullying was most frequently experienced by boys. |
Peterson J. S., Ray K. E. |
2006 |
|
|
Religious discrimination |
N=80 (persons of Rastafari religion in |
41.5% of the persons who have a feeling of commitment to the employer
have experienced discrimination. |
Van der Walt, F., Mpholo, T. S., Jonck, P. |
2016 |
|
Gender discrimination |
N=362 (employees in |
It was found that gender and gender comparison fully mediated the
relationship between strength of gender identification and perceived gender
discrimination. The authors also found that gender comparison and perceived
gender bias against women partially mediated the relationship between gender
and perceived gender discrimination. |
Foley, S., Ngo, H., Loi, R., Zheng, X. |
2015 |
|
Nepotism favouritism cronyism |
N=440 (telecommunications sector employees in |
Nepotism, favouritism, and cronyism are directly related to the job
satisfaction in the telecommunications sector in |
Nadeem, M., Ahmad, R., Ahmad, N., Batool, S., R., Shafique, N. |
2015 |
|
Social ostracism |
N=244 (secondary school students evaluated using |
Self-esteem and perceived social competence was negatively related
with ostracism and loneliness. In addition, ostracism positively correlates
with loneliness. Ostracism also had a negative impact on self-esteem. |
Cetintas, K., Saricam, H. |
2016 |
|
N=94 (5-8th grade students with special abilities,
attending a day centre in Bakcilar, |
It was found that there is a relationship between high intelligence
and social ostracism. Ostracism increases with the increasing level of
intelligence. The cases of social ostracism are more likely to occur in 8th
grade schoolchildren than in those learning in the 6th or 7th
grades. |
Ogurlu, U. |
2015 |
|
|
N=376 (9-12th grade students in |
25% of respondents experienced social isolation within the last 30
days. It was found that girls suffered from psychological violence more often
than boys. |
Sullivan |
2006 |
|
|
Social loafing |
N=259 (girls, handball players in |
Fairness is statistically significant when compared to professionalism
and statistically insignificant compared to the team climate. Professionalism
correlated with the commitment to the team and the expertise of the team and
task cohesion. Social loafing in the team is statistically insignificant. |
De Backer, M. Boen, F., De Cuyper, B.,
Hoigard, R., Vande Broek, G. |
2015 |
|
Cyber-loafing |
N=360 (public sector employees in |
It was found that there is no relation between cyber-loafing and
organizational civic behaviour. The relationship between cyber-loafing and
demographic characteristics (age, marital status, position) was found. |
Cinar, O., Karcioglu, F. |
2015 |
|
Cyberbullying |
N=19406 (11-16 year old teenagers in SDQ-Strengths and Difficulties Questionnaire |
Multinomial logistic regression analysis showed that compared with
those who took part in initiation of electronic harassment online, but view
the web content related to suicide, it was more frequent for victims of
bullying, rather than for bullies. Viewing of web content related to
self-harm was higher for all cyberbullying roles, in particular for
cyberbully-victims. In addition, investigating the relationship between
cyberbullying roles and viewing suicide-related content online, statistical
insignificance in respect of psychological problems was found. |
Görzig, A. |
2016 |
Made by authors
4. QUALITATIVE METHODS AND RESEARCHES
Empirical research is revealed in the paradigm of social
constructivism. These are the basic philosophical attitudes, which a
qualitative study is based on. Social constructivism enables to know the reality
perceived by the individuals and groups through its common development (BROWN;
BAKER, 2007; BERGER; LUCKMAN, 1999) – how a social phenomenon is formulated and
institutionalized. According to the paradigm of social constructivism,
individuals themselves construct through interactions with each other common
meanings, used in the work environment, interpreting the elements of their
social and cultural life. However, this does not mean that individuals always
have the unanimous agreement on each situation. There are a lot of subjective
and contradictory perceptions based on certain validity, competing in social or
deviant situations. Therefore, the critical role in the paradigm of social
constructivism falls to the language presented with the help of discourse:
verbal language, written text, socially understandable gestures, which are then
reflected in the sequence of behaviours. They are directed to a specific goal,
focused on the changes, which means that individuals must agree on certain
values and tolerate it. The qualitative studies of the latter decade are
reviewed in Table 3.
Table 3. Destructive
behaviour of employees: qualitative studies of 2011-2016
|
Forms |
Sample |
Results of the
research |
Authors |
Year of publishing |
|
Mobbing |
N=161 (university students) |
Continuation responsibility and autonomy among the victim of mobbing
and bystanders are directly related. Females, helping the victims of mobbing
showed sympathy and greater willingness to help, and the victims of mobbing
elicited less anger. |
Mulder, R., Bos, E., Pouwelse, M., van Dam, K. |
2016 |
|
N=826 (private and public sector employees in |
Mobbing directly influences stress at work and causes the burnout
syndrome. |
Erol, Y., Oztoprak, M. T. |
2015 |
|
|
N=20 (employees of different sectors who experienced mobbing and
looked for help in the help centre in |
Five aspects to overcome mobbing in work environment have been
identified: avoidance, patience – confrontation, threats to personal health –
applying for help, despair – destructive actions, surrender – leaving work. |
Karatuna, I. |
2015 |
|
|
N=384 (banking sector employees in |
It was found that 32% of persons admitted the fact they have become
victims of workplace mobbing, 56% said they faced the expressions of mobbing
one or more times during the work time in the banking sector. 66.9% of
persons stated that the cases of mobbing were initiated by their manager. |
Gok, S. |
2011 |
|
|
Single cases of harassment |
N=6299 (8-18 year old persons in the |
50.9% of men (10-18 year old) have more commonly experienced single
cases of harassment online than in the real communication. |
Kerstens, J., Veenstra, S., Jaishankar, K |
2015 |
|
N=7000 (12-18 year old persons in |
11% of the participants stated that they have experienced single cases
of harassment and therefore felt humiliation, 69% said that bullying was
initiated by their friends or colleagues. |
General Directorate of Family and Community Services |
2013 |
|
|
Social ostracism |
N=58 schoolchildren |
It was investigated whether the persecution experience at school is
related with ostracism in the virtual environment of the Cyberball game. Two
groups have been compared: 26 victims of mobbing, and 32 schoolchildren who
haven’t experienced bullying (the average age 12.12). After the Cyberball
game, the condition of ostracism in students who have experienced bullying
occurred by significantly less emotions on the meaningful existence compared
with the students who haven’t experienced bullying. The results show that the
students, who had suffered from bullying before, are more affected by the
experience of social exclusion than the students who have not experienced
bullying or the victim syndrome. |
Ruggieri, S., Bendixen, M., Gabriel, U., Alsaker, F. |
2013 |
|
N=146 (persons of different age) |
Very high social ostracism occurs in individuals with Asperger’s
syndrome, because of communication or clothing. Recommendations to formalize
the nature of work to people with Asperger’s syndrome and to define the norms
of behaviour to reduce social ostracism are provided. |
Richards, J. |
2012 |
|
|
Social loafing |
N=158 private and public sector employees in |
Social loafing is not related to perception of citizenship
(statistically insignificant). Gender and marital status are related to
citizenship and social loafing. |
Karadal, H. Saygin, M. |
2013 |
Made by authors
5. RESEARCH OF DESTRUCTIVE BEHAVIOUR OF EMPLOYEES IN THE
WORK ENVIRONMENT OF PUBLIC SERVICE ORGANIZATIONS
P. Drentea
(1998), E. Boxman et al. (1991), J. H. Braddock and J. Mcpartland (1987)
investigated the stress experienced because of promotion in informal social
networks in accordance with neoclassical concept of economics in homogeneous
labour markets. However, M. Granovetter (1974) argued that the persons who have
found a job by informal methods in social networks have a better access to
labour market information, due to higher income and status, higher job
satisfaction occurs. Table 4 briefly provides an overview of the outcomes of
destructive relationships between employees in the work environment of
organizations providing public services.
Table 4. Destructive behaviour of employees in the work
environment of public service organizations
|
Phenomenon |
Sample |
Tool / method |
Results of the
research |
Authors |
Year of publishing |
|
Mobbing |
N=30 (social workers, psychologists, therapists, and others working in
the children’s homes, children’s day care centres in the Czech Republic) |
Interview |
Most of the respondents (14%) said they experienced verbal and
psychological violence, occurring in various forms – as malicious rumours,
backbiting, offensive sexist jokes, threatening swear-words. It was found
that long-term verbal bullying is tolerated because of the respondents’ old
age and fear of losing their job. Those persons who do paperwork and do not
provide social services for children did not become the victims of mobbing. |
Zigman, O. |
2014 |
|
N=1775 (public sector employees – the Confederation of Norwegian
Enterprises and the Norwegian Association of Local and Regional Authorities /
the National Insurance Administration of Norwegian Government) |
Questionnaire |
Partial support for Leymann's assumption that
long-term bullying at work will lead to social exclusion in the work
environment was found. Logistic regressions showed that victims of bullying
changed their work more often than individuals who were not bullied during
the research. The results of the research also showed that victims of
bullying have left the work more often than the persons who have not
experienced long-term bullying. However, most victims are still working full
time or part time two years or later. |
Berthelsen, M., Skogstad, Lau, B., Einarsen, S. |
2011 |
|
|
Gender discrimination |
N=80 (23 women and 7 men from 12 different academic institutions) |
Interview |
Results of the research suggest that discrimination of women in
Lithuanian academic institutions is prohibited, but it exists. Women feel
shame and fear to submit evidence of discrimination, as discrimination is
ignored. Standards and norms of conduct are not clearly defined, therefore,
the respondents believe that the complaints of women are discriminated and
cause double dissatisfaction or emotional outbreak. |
Vasiljevienė, N., Pučėtaitė, R. |
2009 |
|
N=26 (female counsellors in a sports club in |
Interview |
Discrimination of women based on the age was found. The standards for
this profession for the middle-age and middle-class women to meet the
masculine standards of physical capacity – „fit into a glass slipper“. |
Adamson, M. |
2015 |
|
|
Social ostracism |
N=191 |
Interview |
The results of the research
showed that the state investment in involvement of the stigmatized members of
the public in the labour market and in the promotion of socialization cannot
be limited to physical provision of the place of work and adaptation of the
workplace to the individual needs, while ignoring the factors of
psychological comfort which depend on the management culture of the
organization. The formal status of a social enterprise granted by the state
may be perceived and is treated in practice of activities of companies as a
specific business niche, without forming the values of the social enterprise,
stemming from the perception of social responsibility. Formal requirements of
adaptation of physical working environment for persons with disabilities do not
solve and cannot solve the issues of psychological safety and indirect
discrimination of employees, and can cause additional traumas resulting from
social exclusion and psychological pressure in employees’ relationships. |
Vveinhardt, J. |
2016 |
|
Organizational cynicism |
N=436 (teachers) |
Teachers’ Occupational Professionalism Scale and
Organizational Cynicism Scale used |
Professionalism of teachers’ work was high,
and their organizational cynicism was of a medium level. Negative relation
between the employees’ professionalism and their cognitive level was
identified. Affective cynicism level was found. According to regression
analysis, only contribution to the organization as one of the four
sub-dimensions of professionalism was a significant predictor of cognitive
and emotional cynicism. |
Altinkurt, Y., Ekinci, R. |
2016 |
Made by authors
6. CONCLUSIONS
Although the research of destructive behaviour of
employees is quite segmented, three main areas can be distinguished. The first
area includes the direct colleagues’ violence, which is identified as mobbing,
single cases of harassment, social ostracism, discrimination, organizational
cynicism. The object of the second research area can be identified as the abuse
of position by appropriating the resources of the organization or corruption
and covers such aspects of the behaviour as nepotism, favouritism and cronyism.
The third area of research includes toadyism in
organizations, occurring as social loafing and one of its forms –
cyber-loafing. On the one hand, segmentation of research to narrow aspects
allows exploring the phenomenon in more details, on the other hand, it does not
give much value if we want to see the overall picture.
For example, the existence of mobbing, social
ostracism and nepotism with its different ways of expression shows the
existence of certain social networks, but there is a lack of research to
evaluate relations of the general context of formation of such networks with
the different forms of deviant behaviour.
Results of the research show that the forms of
destructive relationships in the work environment have a negative impact on the
physical and psychological health of employees, their productivity, motivation,
job satisfaction, health, work and induce quitting a job. Although the
relationship between the victims of negative behaviour and their gender has
been highlighted, there is a lack of research to assess the relationship of
negative behaviour in the young age with the negative behaviour in the older
age, i.e. in the work environment. In addition, there is a lack of research, in
which the negative behaviour would be studied in different areas of
occupational activities using the same method of quantitative research.
Similarly, in the case of qualitative research the
differences in methodological approach between the researchers that don’t let
compare findings of the studies and derive common regularities when analysing
the causes, are highlighted. The above mentioned problems become apparent also
when looking at the research of destructive relationships between employees in
the sphere of social services, focussing on some of the most frequently
researched areas does not help the possibility of optimal use of the results in
the broad diversity of the sector.
Therefore, there is a relevant need for future studies
that would cover a wider context of professional activities and cross-sectoral
context, allowing outlining trajectories of different kinds of deviant
behaviour in the work environment.
REFERENCES
ADAMSON, M.
(2015) The making of a glass slipper: Exploring patterns of inclusion and
exclusion in a feminized profession. Equality,
Diversity and Inclusion: An International Journal, v. 34, n. 3, p. 214-226,
http://dx.doi.org/10.1108/EDI-01-2014-0002
AKELLA, D.
(2016) Workplace Bullying: Not a Manager’s Right? Journal
of Workplace Rights, p. 1-10. DOI: 10.1177/2158244016629394
ALIAS, M.; RASDI, R. M. (2015) Organizational Predictors of
Workplace Deviance Among Support Staff. Procedia – Social and Behavioral Sciences,
v. 172, p. 126-133.
doi:10.1016/j.sbspro.2015.01.345
ALTINKURT, Y.; EKINCI, C. E. (2016) Examining the Relationships between
Occupational Professionalism and Organizational Cynicism of Teachers. Educational Process: International Journal,
v. 5, n. 3, p. 236-253, http://dx.doi.org/10.12973/edupij.2016.53.5
ARASLI, H.;
BAVIK, A.; EKIZ, E. H. (2006) The effects of nepotism on human resource
management: The case of three, four and five star hotels in
ARASLI, H.; TUMER, M. (2008)
Nepotism, Favoritism and Cronyism: A Study of their Effects on Job Stress and
Job Satisfaction in the Banking Industry of
ASLAM, U.;
ILYAS, M.; IMRAN, M. K. (2016) Detrimental effects of cynicism on
organizational change: An interactive model of organizational cynicism (a study
of employees in public sector organizations). Journal of Organizational Change Management, v. 29, n. 4, p.
580-598, http://dx.doi.org/10.1108/JOCM-12-2014-0231
BENNETT, R. J.; ROBINSON, S.
L. (2000) Development of a measure of workplace deviance. Journal of Applied Psychology,
v. 85, n. 3, p. 349-360.
BERGBOM, B.;
VARTIA-VAANANEN, M.; KINNUNEN, U. (2015) Immigrants and natives at work:
exposure to workplace bullying. Employee
Relations, v. 37, n. 2, p. 158-175, http://dx.doi.org/10.1108/ER-09-2014-0101
BERGER, P. L.; LUCKMAN, T.
(1999) Socialinės
tikrovės konstravimas: žinojimo sociologijos traktatas.
BERTHELSEN, M.; SKOGSTAD, A.; LAU, B.; EINARSEN, S. (2011)
Do they stay or do they go?: A longitudinal study of intentions to leave and
exclusion from working life among targets of workplace bullying. International Journal of Manpower, v.
32, n. 2, p. 178-193, http://dx.doi.org/10.1108/01437721111130198
BJÖRKQVIST, K.; ÖSTERMAN, K.; HJELT-BÄCK, M. (1994a) Aggression among
university employees. Aggressive Behavior, n. 20, p.
173-184.
BJÖRKQVIST, K.; ÖSTERMAN, K.; LAGERSPETZ, K. (1994b) Sex differences in
covert aggression in adults. Aggressive Behavior, n. 20, p. 27-33.
BOWEN, B.;
PRIVITERA, M. R.; BOWIE, V. (2011) Reducing workplace violence by creating
healthy workplace environments. Journal
of Aggression, Conflict and Peace Research, v. 3, n. 4, p. 185-19, http://dx.doi.org/10.1108/17596591111187710
BOWEN, P.;
EDWARDS P.; LINGARD, H. (2013) Workplace stress among construction
professionals in
BOXMAN, E.; DEGRAAF, P.; FLAP, H. (1991) The impact of
social and human capital on the income attainment of Dutch managers. Social Networks, v. 13, p. 51-73.
BRADDOCK, J. H.; MCPARTLAND, J. (1987) How minorities
coninue to be excluded from equal employment opportunities: research on a labor
market an institutional barriers. Journal
of Social Issues, v. 43, n. 1, p. 5-39.
BREWER, G.;
WHITESIDE, E. (2012) Workplace bullying and stress within the prison service. Journal of Aggression, Conflict and Peace
Research, v. 4, n. 2, p. 76-85, http://dx.doi.org/10.1108/17596591211208283
BROWN, B. J.; BAKER, S. (2007)
Philosophies
of Research into Higher Education.
BRUDNIK-DABROWSKA, M. (2014)
Mobbing in a Workplace Setting. Journal
of Health Sciences, v. 4, n. 3, p. 369-381, http://dx.doi.org/10.5281/zenodo.17167
BUUNK, A. P.; FRANCO, S.;
DIJKSTRA, P.; ZURRIAGA, R. (2016) Mobbing in Schools and Hospitals in
CARNERO, M. A.; MARTINEZ, B.; SANCHEZ-MANGAS, R. (2012)
Mobbing and workers’ health: empirical analysis for Spain. International Journal of Manpower, v. 33, n. 3, p. 322-339, http://dx.doi.org/10.1108/01437721211234183
CETINTAS, K.; SARICAM, H. (2016) Self-esteem and perceived
social competence: The preservative attempts to ostracism and loneliness for
children. Conference: 1st Eurasian
Congress on Positive Psychology, At Uskudar University, Istanbul. Prieiga
per internetą:
<https://www.academia.edu/24954603/Self-esteem_and_perceived_social_competence_The_preservative_attempts_to_ostracism_and_loneliness_for_children>
(prijungta 2016 06 20).
CHEUNG, H. K.; KING, E.; LINDSEY, A.; MEMBERE, A.; MARKELL
H. M.; KILCULLEN, M. (2016) Understanding and Reducing Workplace
Discrimination, in M. Ronald Buckley, Jonathon R. B. Halbesleben, Anthony R. Wheeler (ed.) Research in Personnel and
Human Resources Management (Research in Personnel and Human Resources
Management, Volume 34) Emerald Group Publishing Limited, p. 101-152.
ÇINAR, O.; KARCIOGLU, F.
(2015) The Relationshio between Cyber Loafing and Organizational Citizenship
Behavior: A Survey Study in Erzurum/Turkey. 11th International Strategic
Management Conference 2015. Procedia –
Social and Behavioral Sciences, n. 207, p. 444-453.
CULLEN,
K. L.; FAN, J.; LIU, C. (2014). Employee Popularity Mediates the Relationship
Between the Political Skill and Workplace Interpersonal Mistreatement. Journal of Management, v. 40, n. 6, p.
1760-1778. doi: 10.1177/0149206311435104.
DAVIS, W. D.;
GARDNER, W. L. (2004) Perceptions of politics and organizational cynicism: An
attributional and leader–member exchange perspective. The Leadership Quarterly, v. 15, n. 4, p. 439-465, http://dx.doi.org/10.1016/j.leaqua.2004.05.002
D'CRUZ, P.;
NORONHA, E. (2011) The limits to workplace friendship: Managerialist HRM and bystander
behaviour in the context of workplace bullying. Employee Relations, v. 33, n. 3, p. 269-288, http://dx.doi.org/10.1108/01425451111121777
DE BACKER, M.; BOEN, F.; DE CUYPER, B.; HOIGARD, R.; VANDE BROEK, G.
(2015). A team fares well with a fair
coach: Predictors of social loafing in interactive female sport teams. Scandinavian Journal of Medicine and
Science of Sport, v. 25, n. 6, p. 897-908.
DIERGARTEN, E. (1994) Mobbing – Wenn der Arbeitsalltag zum Alptraum wird. Bund Verlag,
Köln.
DRABEK, M.; MERECZ, D. (2013) Job stress, occupational
position and gender as factors differentiating workplace bullying experience. Medycyna Pracy, v. 64, n. 3, p.
283-296.
DRENTEA, P. (1998) Consequencies of women‘s formal and
informal job search methods for employent in female-dominated jobs. Gender and Society, v. 12, n. 3, p.
331-338.
EINARSEN, S.; SKOGSTAD, A. (1996) Bullying at work:
Epidemiological findings in public and private organizations. European
Journal of Work and Organizational Psycholgy: Mobbing and victimization at work, London, p. 185-201.
EINARSEN, S.; RAKNES, B. I.
(1997) Harassment in the workplace and the victimization of men. Violence
and Victims, v. 12,
p. 247-263.
EROL,
Y.; OZTOPRAK, M. T. (2015) The
Mediating Role of Job Stress on The Effect of Mobbing on Burnout: An Analysis
of Social Security Organization Employees in The District of Ankara. Journal of Business Research Turk, v.
7, n. 2, p. 87-114.
FERRIS, D. L.;
BROWN, D. J.;
FOLEY, S.; NGO, H.; LOI, R.; ZHENG, X. (2015) Gender, gender
identification and perceived gender discrimination: An examination of mediating
processes in
FU,
GAMIAN-WILK, M. (2013) Does
Bullying Increase Compliance? Social
Influence, v. 8, n. 2-3, p. 131-148, doi: 10.1080/15534510.2012.756429
GENERAL DIRECTORATE OF FAMILY
AND COMMUNITY (2013)
GIORGI, G.;
ARENAS, A.; LEON-PEREZ, J. M. (2011) An Operative Measure of Workplace
Bullying: The Negative Acts Questionnaire Across Italian Companies. Industrial Health, n. 49, p. 686-695.
GKOREZIS, P.;
BELLOU, V. (2016) The relationship between workplace ostracism and information
Exchange The mediating role of self-serving behavior. Management Decision, v. 54, n. 3, p. 700-713. http://dx.doi.org/10.1108/MD-09-2015-0421
GOK, S. (2011). Prevalence and types of mobbing behavior: A research on
banking employees. International Journal
of Human Sciences, v. 8, n. 1, p. 318-334.
GÖRZIG, A. (2016) Adolescents' Viewing of Suicide-Related
Web Content and Psychological Problems: Differentiating the Roles of
Cyberbullying Involvement. Cyberpsychology,
Behavior, and Social Networking, v. 19, n. 8, p. 502-509. doi:10.1089/cyber.2015.0419.
GRANOVETTER, M.
(1974) Getting a Job. 2nd edition.
HITLAN, R. T.;
KELLY, K. M.; SCHEPMAN, S.; SCHNEIDER, K. T.; ZARATE, M. A. (2006) Language
Exclusion and consequences of perceived ostracism in the workplace. Group Dynamics-Theory Research and Practice,
v. 10, n. 1, p. 56-70, DOI: 10.1037/1089-2699.10.1.56
HOEL, H.; EINARSEN, S.; COOPER, C. L. (2003) Organizational
effects of bullying. Bullying and
Emotional Abuse in the workplace: international perspectives in research and
practice. London: Taylor and Francis.
HOLLIBAUGH, G.
E. (2015) Naïve Cronyism and Neutral Competence: Patronage, Performance, and
Policy Agreement in Executive Appointments. Journal of Public Administration Research and Theory, v. 25, p. 341-372.
HOLLIS, L. P. (2015) Bully University? The Cost of
Workplace Bullying and Employee Disengagement in American Higher Education. Sage Open, v. 5, n. 2, DOI:
HOLLIS, L. P.
(2016) Labor Intensive: Workplace Bullying, Union Membership, and Unrealized
Civil Rights for People of Color, in Leah P. Hollis (ed.) The Coercive Community College: Bullying and
its Costly Impact on the Mission to Serve Underrepresented Populations
(Diversity in Higher Education, Vo1.8) Emerald Group Publishing Limited, p. 83-101; DOI:
10.1108/S1479-364420160000018011
HRAST, M. F.;
MRAK, A. K.; RAKAR, T. (2013) Social exclusion of elderly in Central and
I-PANG, F. (2015) Favoritism: Ethical Dilemmas Viewed
Through Multiple Paradigms. The
Journal of Values-Based Leadership, v. 8, n. 1, Article 6. Available
at: http://scholar.valpo.edu/jvbl/vol8/iss1/6
JASKIEWICZ, P.;
UHLENBRUCK, K.; BALKIN, D. B.; REAY, T. (2013) Is Nepotism Good or Bad? Types
of Nepotism and Implications for Knowledge Management. Family Business Review, v. 26, n. 2, p. 121-139.
JONSSON, P. O.
(2001) Networks, culture, transaction costs and discrimination. International Journal of Social Economics,
v. 28, n. 10/11/12, p. 942-958, http://dx.doi.org/10.1108/EUM0000000006134
KANG, H. C.;
KIM, J. (2016) Why do family firms switch between family CEOs and non-family
professional CEO?: Evidence from Korean Chaebols. Review of Accounting and Finance, v. 15, n. 1, p. 45-64, http://dx.doi.org/10.1108/RAF-03-2015-0032
KARADAL, H.;
SAYGIN, M. (2013) An Investigation of the Relationship between Social Loafing and
Organizational Citizenship Behavior. Procedia
- Social and Behavioral Sciences, n. 99, p. 206-215.
KARATUNA,
KELEŞ, H., N.; ÖZKAN, K.; BEZIRCI, M. (2011). A study on
the effects of nepotism, favoritism and cronyism on organizational trust in the
auditing process in family businesses in Turkey. International Business & Economics Research Journal, n. 10, p.
9-16.
KERR, N. L.; SEOK, D. H.; POULSEN, J. R.; HARRIS, D. W.; MESSE, L. A.
(2008) Social ostracism and group motivation gain. European Journal of Social Psychology, v. 38, p. 736–746.
KERSTENS, J.;
VEENSTRA, S.; JAISHANKAR, K. (2015) Cyber Bullying in the
KNORZ, C.; ZAPF, D. (1995) Mobbing: Eine extreme Form
sozialer Stressoren am Arbeitsplatz. Zeitschrift
fuer Arbeits und Organisationspsychologie, n. 1, p. 12–22.
KOSTEV K.; REX,
J.; WAEHLERT, L.; HOG. D.; HEILMAIER, C. (2014) Risk of psichiatrik and
neurological diseases in patients with workplace mobbing experience in
KRAGH, S. U.
(2012) The Anthropology of Nepotism: Social Distance and Reciprocity in
Organizations in Developing Countries. International
Journal of Cross Cultural Management, v. 12, n. 2, p. 247-265.
KULKARNI, M.;
SOMMER, K. (2015) Language-Based Exclusion and Prosocial Behaviors in
Organizations. Human Resource Management,
v. 54, n. 4, p. 637-652, DOI: 10.1002/hrm.21637
LEUNG, A. S. M.;
WU, L. Z.; CHEN, Y. Y.; YOUNG, M. N. (2011) The impact of workplace ostracism
in the service organizations. International
Journal of Hospitality Management, v. 30, n. 4, p. 836-844. DOI:
10.1016/j.ijhm.2011.01.004
LEYMANN, H. (1990) Mobbing and psychological terror at
workplaces. Violence and Victims, v.
5, n. 2, p. 119–126.
LEYMANN, H. (1993) Mobbing: Psychoterror am Arbeitsplatz und wie man sich dagegen wehren
kann. Reinbek bei Hamburg: Rowohlt Taschenbuch Verlag.
LEYMANN, H. (1995) Der neue Mobbing Bericht; Erfahrungen und Initiativen, Auswege und
Hilfsangebote. Reinbek bei Hamburg: Rowohlt Taschenbuch Verlag.
LEYMANN, H. (1996) The content and development of mobbing
at work. European Journal of Work and
Organizational Psychology, v. 5, n. 2, p. 165-184.
LIDEN, R. C.;
WAYNE, J. S.; JAWORSKI, R. A.; BENNET, N. (2004) Social Loafing: A Field of
Investigation. Journal of Management,
v. 30, n. 2, p. 285-304. http://dx.doi.org/10.1016/j.jm.2003.02.002
LIU,
B.; LIU, J.; HU, J. (2010) Person-organization fit, job satisfaction, and
turnover intention: an empirical study in the Chinese public sector. Social
Behavior and Personality: An International Journal, v. 38, n. 5, p.
615-625.
MARTIN, B. (2000) Mobbing: Emotional Abuse in the American
Workplace. Journal of Organizational
Change Management, v. 13, n. 4, p. 401-446, http://dx.doi.org/10.1108/jocm.2000.13.4.401.3
MATHISEN, G. E.;
OGAARD, T.; EINARSEN, S. (2012) Individual and situatioi. 5, p. 539-555, http://dx.doi.org/10.1108/01437721211253182
MAVIN, S. (2008) Queen bees,
wanabees and afraid to bees: no more best enemies for women in management. British Journal of Management, v. 19,
n. 1, p. 165-184.
MCKAY, R. B.
(2014) Confronting Workplace Bullying: Agency and
Structure in the Royal Canadian Mounted Police. Administration and Society,
v. 46, n. 5, p. 548-572.
MEFOK,
P. C.; NWANOSIKE, C. L. (2012) Effects of Group Size and Expectancy of Reward
of Social Loafing. Journals of
MESSARRA, L. C.;
KARKOULIAN, S.; MCCARTHY, R. (2011) To restrict or not to restrict personal
internet usage on the job. Education,
Business and Society: Contemporary Middle Eastern Issues, v. 4, n. 4, p.
253-266, http://dx.doi.org/10.1108/17537981111190042
MOK,
A.; De CREMER, D. (2016) The bonding effect of money in the workplace:priming
money weakens the negative reationship between relationship between ostracism
and prosocial behaviour. European Journal of Work and Organizational
Psychology, v. 25, n. 2, p. 272-286. http://dx.doi.org/10.1080/1359432X.2015.1051038
MULDER, R.; BOS,
E.; POUWELSE, M.; VAN DAM, K. (2016) Workplace mobbing: How the victim's coping
behavior influences bystander responses. Journal of Social Psychology,
v. 17, p. 1-14.
MUTLU, K. (2000)
Problems of nepotism and favouritism in the police organization in
NADEEM,
M.; AHMAD, R.; AHMAD, N.; BATOOL, S. R.; SHAFIQUE, N. (2015) Favoritism, nepotism And cronyism as predictors of job
satisfaction: Evidences from
NAUS, F.; VAN ITERSON, A.; ROE, R. (2007) Value incongruence, Job autonomy,
and organization-Based Self-esteem: a Self-Based Perspective on organizational
cynicism. European Journal of Work and
Organizational Psychology, v. 16, n. 2, p. 195-219, DOI:
10.1080/13594320601143271.\
NEUBERGER, O. (1994) Mobbing: Übel mitspielen in Organisationen. München: Rainer Hampp Verlag.
NEZLEK, J. B.; WESSELMANN, E.
D.; WHEELER, L.; & WILLIAMS, K. D. (2012) Ostracism in everyday life. Group
Dynamics: Theory, Research, and Practice, v. 16, p. 91-104.
NIEDL, K. (1995) Mobbing/Bullying am
Arbeitzplatz. Eine Empirische Analyse zum Phaenomen sowie zu
personalwirtschaftlich relevanten Effekten von systematischen Feindseligkeiten.
Personalwirtschaftliche Schriften, Muenchen, Mering: Rainer Hampp Verlag.
OGURLU, U. (2015) Ostracism
among Gifted Adolescents: A Preliminary Study inTurkey. Educational Process:
International Journal, v.
4, n. 1-2, p. 18-30, http://dx.doi.org/10.12973/edupij.2015.412.2
ONOSHCHENKO, O.;
WILLIAMS, C. (2014) Evaluating the role of blat in finding graduate employment in post-Soviet
O'REILLY, J., ROBINSON, S., L., BERDAHL, J., BANKI, S.
(2014) Is Negative Attention Better Than No Attention? The Comparative Effects
of Ostracism and Harassment at Work. Organization
Science, v. 26, n. 3, p. 774-793. http://dx.doi.org/10.1287/orsc.2014.0900
OZLER, N. D. E.; BUYUKARSLAN, B. A. (2011) The Overall Outlook Of
Favoritism In Organizations: A Literature Revie. International Journal Of Business And Management Studies, v. 3, n.
1, p. 275-284.
PADGETT, M. Y.; MORRIS, K. A.
(2005) Keeping it “All in the family:” Does nepotism in the hiring process really benefit the
beneficiary? Journal of Leadership & Organizational Studies, v. 11, n. 2, p. 34-45.
PALIDAUSKAITĖ, J. (2011)
Ethical Problems in Public Life and Their Solution: Lithuanian Scenario. Social Sciences, v. 71, n. 1, p. 15-23.
PETERSON, J. S.; RAY, K. E.
(2006) Bullying and the gifted: Victims, perpetrators, prevalence, and effects. Gifted
Child Quarterly, n. 50,
p. 148-168.
PILCH,
PILIPONYTĖ, J. (2004).
Korupcija: teoriniai bandymai apibrėžti ir paaiškinti. Sociologija. Mintis ir veiksmas,
n. 2. p. 83-95.
PIVORAS, S. (2012).
Konkursinės atrankos į Lietuvos valstybės tarnybą tobulinimas gero valdymo iššūkių perspektyvoje.
Viešoji politika ir administravimas, v. 11, n. 3. p. 473-487.
PONZO, M.; SCOPPA, V.(2010) The use of informal networks in
POON, K.; CHEN, Z. (2014) When justice
surrenders: The effect of just-world beliefs on aggression following ostracism. Journal
of Experimental Psychology,
v. 52, p. 101-122. doi:10.1016/j.jesp.2014.01.006
PRUSKUS, V. (2003). Verslo etika.
PUČĖTAITĖ, R. (2016) Žmogiškųjų
išteklių valdymo vadybos etinės problemos kultūros organizacijoje. Meno
vadyba,
PUČĖTAITĖ, R.; LAMSA, A. M.
(2008) Developing Organizational Trust Through
Advancement of Employees’ Work Ethic in a
Post-Socialist Context. Journal of
Business Ethics, v. 82, n. 2, p. 325-337, DOI: 10.1007/s10551-008-9922-x
PUČĖTAITĖ, R.; LAMSA, A. M.;
NOVELSKAITĖ, A. (2010) Building organizational
trust in a lowtrust societal context. Baltic Journal of Management, v. 5, n.
2, p. 197-217, http://dx.doi.org/10.1108/17465261011045124
QUINE, L. (1999) Workplace bullying
in NHS community trust: staff questionnairw survey. British Medical Journal,
p. 228–232.
QURESHI, M.
RALYS, K. (2010) Šeima kaip
vertybė katalikų, tikėjimo, amžiaus ir lyties aspektu. Ugdymo psichologija. n. 21.
RAYNER, C.; HOEL, H. (1997) A summary review of
literature relating to workplace bullying. Journal of Community and Applied Social
Psychology, n. 7, p. 181–191.
RECARIO, R. N.;
ROBLES M. B. B.; BAUTISTA K. E. P.; PABICO J. P. (2015) Social Loafing Among
Undergraduate Software Engineering Groups: Persistence of Perception Seven
Years After. 13th National Conference on
Information Technology Education (NCITE 2015), Angeles University
Foundation, Angeles City, Pampanga, Philippines, 22-24 October 2015.
RENN, R.; ALLEN,
D.; HUNUNG, T. (2013) The Relationship of Social Exclusion at Work With
Self-defeating Behavior andTurnover. Journal
of Social Psychology, v. 153, n. 2, p. 229-249, DOI:
10.10280/00224545.2012.723642
RICHARDS, J.
(2012) Examining the exclusion of employees with Asperger syndrome from the
workplace. Personnel Review, v. 41, n.
5, p. 630-646, http://dx.doi.org/10.1108/00483481211249148
ROSENBAUM, M.
S.; WALSH, G.; WOZNIAK, R. (2012) Family allowances as reverse retail
discrimination. International Journal of
Retail & Distribution Management, v. 40, n. 5, p. 342-359, http://dx.doi.org/10.1108/09590551211222321
RUGGIERI, S., BENDIXEN, M., GABRIEL, U., ALSAKER, F. (2013)
Do Victimization Experiences Accentuate Reactions to Ostracism? An Experiment Using Cyberball.
International Journal of Developmental
Science, v. 7, p. 25–32.
SAFINA, D. (2015) Favouritism
and Nepotism in an Organization: Causes and Effects. Procedia – Economics and Finance, v. 23, p. 630-634. doi:10.1016/S2212-5671(15)00416-5
SALIN, D. (2003) Ways of Explaining Workplace
Bullying: A Review of Enabling, Motivating and Precipitating Structures and
Processes in the Work Environment. Human
Relashions, v. 56, n. 10, p. 1213-1232.
SALIN, D. (2005) Workplace Bullying among Business Professionals:
Prevalence, Gender Differences and the Role of Organizational Politics. Perspectives interdisciplinaires sur le
travail et la santé [En ligne], 7-3. URL: http://pistes.revues.org/3159
SARPONG, D.;
MACLEAN, M. (2015) Service nepotism in the multi-ethnic marketplace:
mentalities and motivations. International
Marketing Review, v. 32, n. 2, p.160 – 180. http://dx.doi.org/10.1108/IMR-01-2014-0030
SCHAUFELI, W. B.; SALANOVA, M. (2011) Work engagement: on how to better
catch a slippery concept. European
Journal of Work and Organizational Psychology, v. 20, p. 39-46.
SCOTT, A. K.;
ZWEIG, D. (2016) Understanding and mitigating cynicism in the workplace. Journal of Managerial Psychology, v.
31, n. 2, p. 552-569, http://dx.doi.org/10.1108/JMP-01-2015-0023
SCOTT, K. L.;
DUFFY, M. K. (2015) Antecedents of
Workplace Ostracism: New Directions in Research and Intervention, in Pamela L. Perrewé , Jonathon R. B.
Halbesleben , Christopher C. Rosen (ed.) Mistreatment in Organizations (Research in
Occupational Stress and Well-being, Volume 13) Emerald Group Publishing
Limited, p.137-165; doi: 10.1108/S1479-355520150000013005
SCOTT, K. L.;
ZAGENCZYNK, T. J.; SCHIPPERS, M.; PURVIS, R. L.; CUZ, K. S. (2014) Co-worker
Exclusion and Employee Outcomes: An Investigation of the Moderating Roles of
Perceived Organizational and Social Support. Journal of Management Studies, v. 51, n. 8, p. 1235-1256.
SEALEY, C.
(2015) Social exclusion: re-examining its conceptual relevance to tackling
inequality and social injustice. International
Journal of Sociology and Social Policy, v. 35, n. 9-10, p. 600-617, http://dx.doi.org/10.1108/IJSSP-05-2014-0040
SHAPIRO, J.; P.;
STEFKOVICH, J.; A. (2011) Ethical
leadership and decision-making in education. Applying theorical perpectives
to complex dilemas (3rd edition). New Your, Routledge.
SHEPHERD, C. D.; TASHCHIAN, A.; RIDNOUR, E. R. (2011) An investigation of
the job burnout sindrome in personal selling. Journal of Personal Selling & Sales Management, v. 31, n. 4, p.
397-409.
SIMHA, A.;
ELLOY, D. F.; HUANH, H. C. (2014) The moderated relationship between job
burnout and organizational cynicism. Management
Decision, v. 52, n. 3, p. 482-504, http://dx.doi.org/10.1108/MD-08-2013-0422
SULLIVAN,
T. N.; FARRELL, A. D.; KLIEWER, W. (2006) Peer victimisation in early
adolescence: Association between physical and relational
victimisation and drug use, aggression, and delinquent
behaviors among urban middle school students. Development and
Psychopathology, n. 18, p. 119-137.
TAMBULASI, R. I. C. (2009) Pushed to the abyss of
exclusion: ICT and social exclusion in developing countries. Journal of Information, Communication and
Ethics in Society, v. 7, n. 2-3, p. 119-127, http://dx.doi.org/10.1108/14779960910955837
TATA, J. (2002)
THE INFLUENCE OF ACCOUNTS ON PERCEIVED SOCIAL LOAFING IN WORK TEAMS. International Journal of Conflict
Management, v. 13, n. 3, p. 292-308, http://dx.doi.org/10.1108/eb022878
TEKINER, M. A.;
TAVAS, B. (2016) Analysis of organizational cynicism and organizational
loyalty: Turkish Police Department Sample. Journal
of Human Sciences, v. 13, n. 1, p. 2338-2348, http://dx.doi.org/10.14687/ijhs.v13i1.3751
THAU, S.;
DERFLER-ROZIN, R.; PITESA, M.; MITCHELL, M. S.; PILLUTLA, M. M. (2015)
Unethical for the Sake of the Group: Risk of Social Exclusion and Pro-Group
Unethical Behavior. Journal of Applied Psychology,
v. 100, n. 1, p. 98-113, DOI: 10.1037/a0036708.
TOGONZ N.; YILMAZ G. H. (2008) Organizational Cynicism: an Iinvestigation
on Hotel Organizatinions in
TREVINO, L. K.;
NELSON K. A. (2004) Managing Business Ethics. 3rd edition,
VAN DER WALT, F.; MPHOLO, T. S.; JONCK, P. (2016) Perceived religious
discrimination as predictor of work engagement, with specific reference to the
Rastafari religijon. Verbum et Ecclesia,
v. 37, n. 1, p. 1-9. http://dx.doi.org/10.4102/ve.v37i1.1524
VAN DICK, R.; TISSINGTON,
P. A.; Hertel, G. (2009) Do many hands make light work?: How to overcome social
loafing and gain motivation in work teams. European
Business Review, v. 21 n. 3, p. 233-245, http://dx.doi.org/10.1108/09555340910956621
VARTIA-VAANANEN, M. (1996) The sources of
bullying – psychological work: enviroment and organizational climate. European
Journal of Work and Organizational Psychology: Mobbing and victimization at
work. London, p. 203-215.
VASCONCELOS, A.
F. (2015) Portraying some determinants of discrimination in the workplace. Management Research: The Journal of the
Iberoamerican Academy of Management, v. 13, n. 2, p. 211-232, http://dx.doi.org/10.1108/MRJIAM-02-2015-0574
VASILJEVIENĖ, N. (2006) Organizacijų etika: instucinės etikos
vadybos sistemos. Vilnius: VU, Jungtinis Verslo etikos centras.
VASILJEVIENĖ, N.; PUČĖTAITĖ, R. (2009) Establishing integrity to eliminate
women discrimination in science: implications from empirical research in
Lithuania, Economics and Management,
n. 14, p. 633-640.
VEGA, G.; COMER, D. (2005)
Sticks and stones may break you bones, but words can break your spirit: Bullying in the workplace. Journal
of Business Ethics, v. 58,
p. 101-109.
VĖTAITĖ, I.;
KOLČINIENĖ A.; MACAS, A.; MIKALAUSKAS A.; BILSKIENĖ, D. (2010) Stresas ir
nuovargis medico darbe:gydytojų anesteziologų-renimatologų patirtis. Available:
https://ojs.kauko.lt/index.php/ssktpd/article/viewFile/77/71. Access
28/07/2016.
VICKERS, M. H.
(2009) Bullying, disability and work: a case study of workplace bullying. Qualitative Research in Organizations and
Management: An International Journal, v. 4, n. 3, p. 255-272.
VICKERY, W. L. (2013). Producing and Scrounging During Problem Based
Learning. Journal of Problem Based
Learning in Higher Education, v. 1, n. 1, p. 36-52,
http://dx.doi.org/10.5278/ojs.jpblhe.v1i1.272
VON
HIPPEL, C. D. (2006) When
people would rather switch than fight: out-group favoritism among temporary
employees. Group Processes &
Intergroup Relations, v. 9, p. 533–546.
VOSYLIŪTĖ, A. (2010) Moterys:
vienišumo reikšmės. Gender Studies &
Research, n. 8.; p. 109-115.
VVEINHARDT, J.
(2012a) Identification of the Reliability of Methodological Characteristics of
Quality in the Diagnostic Instrument for Mobbing as Discrimination in Employee
Relations on Purpose to Improve the Climate in Lithuanian Organisations. Transformations in Business and
Economics, v. 11, n. 2(26), p. 218-232.
VVEINHARDT, J.
(2012b) Nepotizmo vertinimo dichotomija: socialinės ir etinės dimensijos. Organizacijų vadyba: sisteminiai tyrimai,
n. 64, p. 123-134, http://dx.doi.org/10.7220/MOSR.1392.1142.2012.64.8
VVEINHARDT, J.
(2016) Employees’ Safety from Psychological Violence in
Social Enterprises: State Subsidies or Private Initiative? Social Enterprise - Context-Dependent Dynamics In A
Global Perspective, edited by Rosario Laratta, ISBN 978-953-51-2275-3,
doi: 10.5772/62474 p. 105-125.
VVEINHARDT, J.; PETRAUSKAITĖ, L. (2013) Nepotizmo, favoritizmo ir
protekcionizmo trianguliacijos koncepcinis modelis. Organizacijų vadyba: sisteminiai tyrimai, n. 65, p. 137-148, http://dx.doi.org/10.7220/mOSR.1392.1142.2013.65.10
VVEINHARDT, J.;
ŽUKAUSKAS, P.; RIVERA, M. (2014) Testing Hypotheses Concerning Correlations
between „Mobbing as Discrimination“ Employee Relations and Organizational
Climate. Problems and
Perspectives in Management, v. 12, n. 3, p. 26-37.
VVEINHARDT, J.;
ZYGMANTAITĖ, R. (2015) Influence of CSR Policies in Preventing Dysfunctional
Behaviour in Organizations. Procedia – Social and Behavioral Sciences, v. 205, p.
340-348. doi:10.1016/j.sbspro.2015.09.095
WILKERSON J. M.; EVANS W. R.; DAVIS W. D. (2008) A test of coworkers‘
influence on organizational cynicism, badmouthing, and organizational
citizenship behavior. Journal of Applied
Social Psychology, v. 38 n. 9,
p. 2273-2292.
WILLIAMS, E. S.;
LAWRENCE, E. R.; CAMPBELL, K. S.; SPIEHLER, S. (2009) The effect of emotional
exhaustion and depersonalization on physician–patient communication: A
theoretical model, implications, and directions for future research, in Grant T. Savage, Myron D. Fottler
(ed.) Biennial Review of Health Care
Management: Meso Perspective (Advances
in Health Care Management, Volume 8) Emerald Group Publishing
Limited, p. 3-20, doi: 10.1108/S1474-8231(2009)0000008005
WILLIAMS, K.; HARKINS, S.; LATANE, B. (1981) Identifiability as a deterrent
to social loafing: two cheering experiments. Journal of Personality and Social Psychology, v. 40, n. 2, p.
303–311.
YAN, Y.; ZHOU, E. H.; LONG, L.
R.; JI, Y. (2014) The Influence of Workplace Ostracism on Counterproductive
Work Behavior: The Mediating Effect of State Self-control. Social Behavior and Personality, v. 42, n. 6, p. 881-890. DOI:
10.2224/sbp.2014.42.56.881
YANGA, M. L.;
AMOAKO, I. O. (2013) Legitimizing Dishonesty in Organizations: A Survey of
Managers in Four Sub-Sahara African Countries, in Tiia Vissak, Maaja Vadi
(ed.) (Dis)Honesty in Management (Advanced Series in Management, Volume 10) Emerald Group Publishing Limited, p.
243-268, DOI: 10.1108/S1877-6361(2013)0000010015
YILDIZ, B.; LUTFIHAK, A. (2015) A Theoretical Model on the
Proposed Predictors of Destructive Deviant Workplace Behaviors and the Mediator
Role of Alienation. Procedia – Social
and Behavioral Sciences, v. 210, p. 330-338. DOI: 10.1016/j.sbspro.2015.11.373
YILDIZ, S.; , M. (2014) The Effect of Organizational
Cynicism on Alienantion. Procedia –
Social and Behavioral Sciences, v. 108, p. 622-627, DOI:
10.1016/j.sbspro.2013.12.517
ZHAO, H.; PENG, Z.; SHEARD, G.
(2013) Workplace ostracism and hospitality employees‘ counterproductive work
behaviors: The joint moderating effects of proactive personality and political skill. International Journal of Hospitality
Management, v. 33, p. 219-227. doi: 10.1016/j.ijhm.2012.08.006
ZIGMAN, O. (2014) Romanian Social
Care Workers’ Exposure to Workplace Violance. Cross-Cultural Management Journal, v. 16, n. 1(5), p. 223-232.
ZIMMERMAN, C.
A.; CARTEER-SOWELL, A. R.; XU, X. H. (2016) Examining Workplace Ostracism
Experiences in Academia: Understanding How Differences in the Faculty Ranks
Influence Inclusive Climates on Campus. Frontiers
in Pshychology, v. 7, n. 753. http://dx.doi.org/10.3389/fpsyg.2016.00753
ŽUKAUSKAS, P.;
VVEINHARDT, J. (2013) Vadybinės transformacijos
socialiai darniai visuomenei ir konkurencingai valstybei plėtoti: organizacijos
klimato krizę sukeliančių reiškinių diagnostika. Vytauto Didžiojo universiteto mokslo klasteriai, p. 273-282.
ŽUKAUSKAS, P.;
VVEINHARDT, J. (2015) Diagnosis of mobbing as discrimination in employee
relations. Engineering Econimics, v.
64, n. 4, p. 103-113.
ŽULOVA, J. (2015) Legal Issues
Associated with Nepotism in the Workplaces in the
ZUSCHLAG, B. (1994) Mobbing: Schikane am Arbeitzplatz. Goettingen: Verlag fuer
angewandte Psychologie.