Please use this identifier to cite or link to this item:https://hdl.handle.net/20.500.12259/32262
Type of publication: research article
Type of publication (PDB): Straipsnis kitose duomenų bazėse / Article in other databases (S4)
Field of Science: Psichologija / Psychology (S006)
Author(s): Astrauskaitė, Milda
Title: Mokytojų darbe patiriamo kolegų priekabiavimo ryšys su pasitenkinimu darbu (pilotinis tyrimas)
Other Title: Relationship between colleagues’ harassment and teachers’ job satisfaction
Is part of: Tarptautinis psichologijos žurnalas: biopsichosocialinis požiūris = International Journal of Psychology: A Biopsychosocial Approach. Kaunas : Vytauto Didžiojo universiteto leidykla, 3 (2009)
Extent: p. 97-112
Date: 2009
Keywords: Priekabiavimas darbe;Pasitenkinimas darbu;Mokytojai;Work harassment;Job satisfaction;Teachers
Abstract: Straipsnyje analizuojami subjektyviai suvokiamo priekabiavimo reiškinio ryšiai su mokytojų pasitenkinimu darbu. Metodai. Priekabiavimo darbe analizei naudota priekabiavimo darbe skalė (WHS, Björkqvist, Österman, 1992). Pasitenkinimo darbu analizei naudotasi pasitenkinimo darbu klausimynu (JSS, Spector, 1985). Ištirti 99 mokytojai iš Kauno vidurinių mokyklų. Rezultatai, išvados. Aukštesnį priekabiavimo lygį jaučiantys mokytojai yra mažiau patenkinti darbu: didesnis priekabiavimas darbe susijęs su mažesniu pasitenkinimu vadovu, mažesniu pasitenkinimu nenumatytais apdovanojimais, darbo sąlygomis, bendradarbiais, darbo pobūdžiu
Earlier practice in research shows that there is much evidence of work harassment being a topical problem in the world, which causes many negative results to an individual as well as to organizations. Although this phenomenon was a topical issue to European researchers since 1990, in Lithuania it is still a taboo. So far there was only one study of harassment at work (Malinauskienė; Obelenis; Žopagienė, 2005). Our study examines the relationship between colleagues‘ harassment at teachers‘ work and job satisfaction. Work harassment is conceptualized as repeated activities, with the aim of bringing mental (but sometimes also physical) pain, and directed toward one or more individuals who, for one reason or another, are not able to defend themselves (Bjorkqvist; Osterman; Hjelt-Back, 1994a). Material and methods. The study sampe consisted of 99 teachers from 2 secondary schools in Kaunas, Lithuania (87 females, 10 males, 2 respondents did not indicate their sex). Age of the recipients ranged between 22 and 70 years, the average age was 44 years. For the assessment of Work Harassment, Work Harassment Scale (WHS) was used, developed by Kaj Björkqvist and Karin Österman, in 1992. After factor analysis, four factors were dveloped and named as follows: Humiliation, Disruption, Veiled aggression; Open aggression. For the assesment of Job Satisfaction, Job Satisfaction Survey was used, developed by Paul E. Spector in 1985. Results, conclusions. The results indicated that there was a significant correlation between work harasment and job satisfaction. Higher level of the experienced work harassment was related to lower satisfaction with job. Data analysis revealed that two factors: Disruption and Indirect aggression were of highest importance. Both aspects of work harassment are described as forms of Indirect aggression, which is more common for use among females.[...]
Internet: https://www.vdu.lt/cris/bitstream/20.500.12259/32262/1/ISSN2345-024X_2009_V_3.PG_97-112.pdf
https://hdl.handle.net/20.500.12259/32262
Affiliation(s): Psichologijos katedra
Vytauto Didžiojo universitetas
Appears in Collections:International Journal of Psychology: A Biopsychosocial Approach / Tarptautinis psichologijos žurnalas: biopsichosocialinis požiūris 2009, [vol.] 3
Universiteto mokslo publikacijos / University Research Publications

Files in This Item:
Show full item record
Export via OAI-PMH Interface in XML Formats
Export to Other Non-XML Formats


CORE Recommender

Page view(s)

47
checked on Jun 6, 2021

Download(s)

48
checked on Jun 6, 2021

Google ScholarTM

Check


Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.