Abstract
The purpose of this research is to determine the occurrence and prevalence of different mobbing actions used against a victim in the context of Lithuanian organisations, taking into account the type of professional activity. A questionnaire was created for the purpose of the research. The reliability of the ques- tionnaire is demonstrated using indicators of the methodological quality of characteristics. The research revealed that in mobbing strategies, most bullying behaviour is interrelated and constructs a particular system, which is driven by insulting communication, defama- tion and isolation. The results draw the attention of managers of organisations to the nature of unethical communication and the need to protect dignity and reputation of employees and prevent mobbing and bullying. An original instrument was developed and used to interview mobbing and bullying vic- tims.
Highlights
Scientific literature as well as practical organisation management attaches a significant importance to interpersonal relations at work, as they have a considerable impact on organisations and individuals
According to Shallcross et al (2010), in cases of mobbing, the behaviours are typically covert with informal networks and friendship loyalties providing effective mechanisms for emotional abuse, including those arising from human resource management practices
Individuals who experienced harassment or mobbing at their work as well as those searching for information about mobbing in interpersonal relations at the workplace for other reasons and came across the website by Vveinhardt mobingas.lt, became respondents of this research
Summary
Scientific literature as well as practical organisation management attaches a significant importance to interpersonal relations at work, as they have a considerable impact on organisations and individuals. The international scientific community deals with various aspects of this problem, for example, social ostracism in the workplace (Robinson et al 2013), employee emotional abuse (LutgenSandvik 2003), incivility (Gedro, Wang 2013), or rejection, bullying, mobbing and other antisocial activities (Zapf, Kuhl 2000; Catanese, Tice 2005; Agervold 2007; etc.). Many of these aspects related to removal of employees from the workplace if they are undesirable to the informal environment are discussed by researchers of mobbing and bullying. According to Shallcross et al (2010), in cases of mobbing, the behaviours are typically covert with informal networks and friendship loyalties providing effective mechanisms for emotional abuse, including those arising from human resource management practices
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