Mobingas kaip gero organizacijos klimato trikdys : ugdymo institucijų situacija
LTMobingas analizuojamas kaip perteklinis, darbuotojų tarpusavio santykius ardantis reiškinys. Organizacijos klimatas apibūdinamas kaip veiksnys, grindžiamas emocijomis, padedantis organizacijos nariams suvokti aplinką ir elgesį, parodantis tarpusavio santykių būklę. Kuo anksčiau organizacijoje diagnozuojamas mobingas, tuo efektyvesnė intervencija, tuo mažesnės sąnaudos ir nuostoliai. 2008 metais empiriniu tyrimu nustatyta, kad dažniausiai mobingas patiriamas viešajame sektoriuje, o ypač – švietimo įstaigose (13,8 proc.). 2009 metais ugdymo įstaigose nustatyta 10,9 proc. mobingo atvejų, 2010 metais, tyrinėjus daugiau organizacijų, pastebima didesnė mobingo raiška – 22,5 proc. 2011 metais nustatyta, kad ugdymo institucijose situacija beveik nekinta, t. y. mobingo atvejų užfiksuota 21,9 proc. [Iš leidinio]Reikšminiai žodžiai: Darbuotojų santykiai; Mobingas; Organizacijos klimatas; Ugdymo institucija; Educational institution; Employees relations; Mobbing; Organizational climate; Relationships among employees.
ENArticle analyzes mobbing as an excessive phenomenon that deteriorates relationships among employees. The features characterizing mobbing are as follows: discrimination, intense and prolonged attack that disrupts psychological and/or physical health of an employee. Organizational climate is described as an emotion-based factor that helps members of an organization to understand the environment and behavior, shows the condition of interrelationships and strongly affects reactions and behavior of organization members. It reveals psychological quality, characteristics and prevailing atmosphere of an organization and singles itself out from others by the climate specifics. Mobbing is a violation of good climate in an organization. The earlier the seeds of mobbing are encountered, the less intervention measures are needed when rehabilitating the climate of an organization, the lower costs and losses are. The results of the research on mobbing as discrimination in the relations among employees reflect the situation that is going worse in the relationships among employees in public and private sector organizations. The expression of mobbing considerably depends on the political and economic situation in the country and socio-cultural tradition, therefore, it can be said that these are the important factors that determine poor relationships among employees and their development. Long-term stress, constant competition, struggle for job, pressure caused by a wish to stay in an organization are common factors defining mobbing.Mobbing is experienced not only by trainees but by employees as well. When comparing the results of the researches conducted according to the fields of professional activities in the period from 2008 to 2011, educational institutions make themselves conspicuous by very negative results. In 2008, it was set that employees working in public sector are those who seem to experience discriminating mobbing actions most often – in educational (13.8 per cent), social work (10.3 per cent) and other organizations of this sector. In 2009, there were 10.9 per cent of mobbing cases set in educational institutions. The results of the research conducted in 2010 shows that a significant majority of employees experience mobbing in educational area (primary education and primary special education, preschool education and preschool special education, general basic and general basic special education, general secondary and general secondary special education, vocational, higher university and higher college education, adult vocational training, driving school activities, qualification improvement, additional training) – 22.5 per cent. In 2011, it was set that the situation is not likely to change in educational institutions, i.e. there were 21.9 per cent of mobbing cases recorded. [From the publication]
