Please use this identifier to cite or link to this item:https://hdl.handle.net/20.500.12259/35151
Type of publication: research article
Type of publication (PDB): Straipsnis kitose duomenų bazėse / Article in other databases (S4)
Field of Science: Vadyba / Management (S003)
Author(s): Vveinhardt, Jolita;Žukauskas, Pranas;Rivera, Mario
Title: Testing hypotheses concerning correlations between “mobbing as discrimination” in employee relations and organizational climate
Is part of: Problems and perspectives in management. Ukraine: Business perspectives, 2014, Vol. 12, iss. 3
Extent: p. 26-37
Date: 2014
Keywords: Organizational mobbing;Discrimination;Cultural competence;Workplace bullying;Organizational climate;Employee relations;Managerial intervention;Change management
Abstract: The primary purpose of this article is to test whether and how mobbing – a type of group-driven aggression in employee relations in organizations of all types – significantly correlates with organizational climate. Hypothesistesting is conducted through corresponding forms of data analysis ranging from literature synthesis, case study, and survey questionnaire analysis to applications of descriptive and inferential statistics. Following a brief review of pertinent literature, statistical methods are applied to case survey data consistent with established theoretical propositions identified in the literature. These methods include secondary factorization, linear regression, correlation, ttests, unifactor dispersion analysis, and one-way analysis of variance (ANOVA). Our own theoretical proposition following this groundwork is that mobbing is a form of systemic discrimination, arising from group ostracism of certain employees, that adversely and enduringly impacts organizational climate in specific ways. We do not find mobbing to principally occur as a manifestation of organizational culture and climate, as much of the literature suggests. In our study, an alternative causal vector (mobbing affecting organizational climate in discrete ways) has been verified using multiple statistical tests. Specific causal pathways between mobbing and organizational climate have been identified, together with very general guidelines for managerial intervention to counteract mobbing in the workplace. Differentiated forms of mobbing, for instance, those pertaining to various areas of professional activity, are identified, and distinctions between public-sector and private-sector organizations are drawn, completing the scope of this preliminary research
Internet: https://www.vdu.lt/cris/bitstream/20.500.12259/35151/1/ISSN1727-7051_2014_V_12_N_3.PG_26-37.pdf
https://hdl.handle.net/20.500.12259/35151
Affiliation(s): Vadybos katedra
Vytauto Didžiojo universitetas
Appears in Collections:1. Straipsniai / Articles
Universiteto mokslo publikacijos / University Research Publications

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