Psichologinis smurtas darbe : psichologiniai ir teisiniai aspektai

LTPsichologinis smurtas darbe vis dažniau tampa kasdieniu reiškiniu, turinčiu didelę įtaką fizinei ir psichinei žmogaus sveikatai, taip pat ir socialiniam–ekonominiam gyvenimui. Sprendžiant šią, specialaus dėmesio reikalaujančią, problemą, labai svarbu mokslinių tyrimų pagrindu išsiaiškinti, kas tai yra psichologinis smurtas Lietuvoje, atlikti priežasčių ir veiksmų analizę, paskatinti visuomenę susimąstyti apie galimas pasekmes ir imtis prevencinių veiksmų, padėsiančių situaciją keisti, pasiremiant efektyvios praktikos pavyzdžiais. Šiame straipsnyje autorės siekia atskleisti psichologinio smurto darbe sampratą, priežastis ir požymius bei išanalizuoti galimas ne tik psichologines, bet ir teisines priemones šio reiškinio prevencijai. [Iš leidinio]Reikšminiai žodžiai: Darbo teisiniai santykiai; Mobingas; Mobingo prevencija; Psichologinio smurto pasekmės; Psichologinis smurtas; Psichologinis smurtas darbe; Consequences of psichological violence; Labour relation; Mobbing; Mobing prevention; Psichological violence at the workplace; Psychological violence.

EN[…] There have lately been observed extremely numerous instances when employers resort to psychological violence as a shrewdly calculated method of getting rid of an employee without incurring any financial costs. […] Mobbing was started to be studied in the early eighties by a Swedish scientist, Professor Heinz Leymann. In 1982 he not only began systematic examination of this phenomenon but also developed an effective medical treatment programme and diagnostic questionnaire for the victims of mobbing. Studies of the phenomenon of mobbing in the workplace enabled scientists to prove that psychological violence at work had a tremendous impact on the psychological and physical health of people affected. There exists abundant evidence that victims of psychological violence most often suffer from physical health problems as well. Psychological violence has a negative effect not only on the persons subjected to it but also on their families, organisations, and even the society. Families start increasingly often be torn by conflicts; there emerge problems related with alcohol or drug abuse; people experience financial shortages due to absences from work or the loss of jobs. The consequences of mobbing in the workplace are also felt by the organisations, which are expressed in clearly manifested loss of motivation for work, in difficulties when taking decisions, deterioration of relations at work, decrease in efficiency and labour productivity; fulfilment of assignments start getting delayed or altogether neglected; employee turnover rates are increasing, the amount of outside complaints is growing, and the number of accidents at work is mounting.In other words, in gauging the consequences of stress in the workplace on the national level, account is taken of the social and economic costs and benefits; on the organisation level – of financial costs and benefits; on individual level – of the aspects of the loss of welfare. Despite the fact that psychological violence, harassment and other violations of psychological character are becoming an increasingly relevant problem faced in the workplace, there, however, are very few special legal acts or specific legal provisions to regulate this phenomenon. The international community, on the other hand, over a decade ago started highlighting the importance of creating a safe and secure physical environment in the workplace. Attention was also drawn to the fact that psychological factors that exist in labour relations were no less important and could have equally damaging consequences on the health of employees as those experienced from physical injuries or improper means and instruments of work. […] In response to this problem, some Member States of the European Union have even adopted anti-mobbing legislation, which not only include legal definitions of the concept of mobbing but also establish concrete liability for such acts and impairment to psychological health of people at work. However, there are no special legal provisions and measures to deal with this phenomenon in Lithuania, while the documentation of some state authorities even show that attempts are being made to avoid relevant studies under the excuse of the absence of the necessary authority. [From the publication]

• Teisė / Law
• Psichologija / Psychology