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Title:Trpinčenje na delovnem mestu v javnih raziskovalnih organizacijah in ukrepi za njegovo preprečevanje
Authors:ID Krsnik Horvat, Brigita (Author)
ID Pagon, Milan (Mentor) More about this mentor... New window
Files:.pdf MAG_Krsnik_Horvat_Brigita_2012.pdf (2,30 MB)
MD5: 297673A03823161EF242986378606FD7
PID: 20.500.12556/dkum/5c787498-db13-4f12-bdfe-7b39be7199d0
 
Language:Slovenian
Work type:Master's thesis
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Magistrska naloga raziskuje stališča raziskovalcev, zaposlenih v javnih raziskovalnih organizacijah v Sloveniji, in sicer o pojavih trpinčenja na delovnem mestu. Namen naloge je ugotoviti resnost njihovih ocen pojavov trpinčenja na delovnem mestu, obstoj in raven poznavanja organizacijskih predpisov, ki urejajo vprašanje trpinčenja na delovnem mestu, ali so pripravljeni prijaviti kršitelje, kakšna so stališča uslužbencev do disciplinskih ukrepov zaradi trpinčenja na delovnem mestu, kateri dejavniki so povezani s stališči o trpinčenju na delovnem mestu in v medsebojni odvisnosti. Na podlagi ugotovljenih stališč in preverjenih hipotez o značilnostih doživljanja na delovnem mestu med raziskovalci so v nalogi predlagani mogoči organizacijski ukrepi za preprečevanje trpinčenja na delovnem mestu, ki bi jih lahko uporabila vodstva raziskovalnih organizacij pri načrtovanju preventivnih ukrepov ali ukrepov v primeru, ko se trpinčenje na delovnem mestu med raziskovalci že pojavi. Podatki, uporabljeni v nalogi, so bili zbrani z anonimnim anketnim vprašalnikom kot osnovnim instrumentom raziskave. Hipoteze so bile preverjene s statistično obdelavo (izračunanimi frekvencami, povprečji in odstotki odgovorov, Pearsonovim koeficientom korelacije, stopenjsko hierarhično regresijsko analizo, t-testom), in sicer z računalniškim statističnim programom SPSS. Rezultati raziskave kažejo, da raziskovalci v povprečju jemljejo pojave trpinčenja na delovnem mestu dokaj resno in da organizacijska pravila pri njihovem pojavljanju v večini primerov ne obstajajo. Pripravljenost prijaviti kršitelja je bistveno nižja kakor ocenjena resnost primerov trpinčenja. Raziskovalčevo lastno doživljanje pojavov trpinčenja na delovnem mestu in pripravljenost prijaviti kršitelja je tesno povezana z njegovo oceno sodelavčevega doživljanja resnosti primerov in ali so tudi sodelavci kršitelja pripravljeni prijaviti. Ocena anketiranega raziskovalca o resnosti posameznega primera je višja kakor njegova ocena doživljanja resnosti svojih sodelavcev. Raziskava je pokazala tudi, da anketirani raziskovalci kažejo največjo neenotnost ravno ob odgovorih na vprašanja, povezana s pravili, zasluženo in dejansko kaznijo, pri čemer se pojavljajo dokaj velike razlike med kaznijo, ki bi jo po njihovem mnenju kršitelj moral prejeti, in kaznijo, ki bi jo dejansko ta prejel. Neobstoj jasnih organizacijskih pravil in pričakovano blažje ukrepanje proti kršitelju (če obstaja sploh kakšno) nudi ugodne pogoje za pojav trpinčenja na delovnem mestu. Ob ozaveščanju o ravnanju oz. vedenjskih oblikah, s katerimi se povzroča prikrito a učinkovito trpinčenje na delovnem mestu, je potrebno sprejeti ukrepe, s katerimi bodo zaposleni raziskovalci pripravljenost prijaviti kršitelja bolj povezovali z lastno oceno resnosti pojava kakor z oceno doživljanja resnosti svojih sodelavcev. K temu lahko zagotovo prispeva tudi večji občutek varnosti zaposlenih raziskovalcev. S spreminjanjem doživljanja enega dejavnika hkrati spreminjamo tudi doživljanje drugih dejavnikov, saj so ti v medsebojni odvisnosti.
Keywords:trpinčenje na delovnem mestu, psihično nasilje, pojavne oblike trpinčenja, ukrepi za preprečevanje trpinčena na delovnem mestu med raziskovalci, javna raziskovalna organizacija.
Place of publishing:Kranj
Year of publishing:2011
PID:20.500.12556/DKUM-21189 New window
COBISS.SI-ID:70957313 New window
NUK URN:URN:SI:UM:DK:FXMPATHG
Publication date in DKUM:16.01.2013
Views:2514
Downloads:274
Metadata:XML DC-XML DC-RDF
Categories:FOV
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Secondary language

Language:English
Title:Mobbing in public research organizations and recommendations for it's prevention
Abstract:Master's thesis explores the views of researchers working in public research organizations in Slovenia, on the occurrence of mobbing in the workplace among researchers. Purpose of this research is to determine the severity of their ratings to the phenomena of workplace, the existence and the level of understanding organizational regulations governing issues of mobbing in the workplace, to determine if are respondents willing to denounce the perpetrators, what are the views of reserchers employed to disciplinary action for mobbing in the workplace, which factors are associated with the positions of maltreatment in the workplace and which one of them are in their mutual dependence. We have proposed in this paper possible organizational measures to prevent mobbing in the workplace on the basis of established standpoints and tested hypotheses about the characteristics of the workplace mobbing among researchers, which may be used by the menedžment of research organizations, including universities, in the planning of preventive measures and/or where the harassment at work among researchers have already occured. The data used in this paper has been collected by an anonymous survey. Hypotheses were tested with a statistical treatment (calculated frequencies, averages and percentages of responses, Pearson correlation, stepwise hierarchical regression analysis, t-test) with a computer statistical program SPSS. The survey results show, that on average workplace mobbing is taken quite seriously. They also show, that organizational rules in the area of mobbing in the workplace, in most cases do not exist. Readiness to denounce the perpetrator(s) is considerably low to the estimated severity of the presented maltreatment cases. The researcher's own experience, the phenomena of workplace mobbing and the willingness to denounce the offender is closely associated with the researchers' assessment of the seriousness of such experience by their colleagues at work and whether staff are prepared to denounce the violator. The responders' evaluation of the severity of the case is higher than their estimation of the severity of their colleagues' experience. The survey has also showed that most interviewed researchers show uneven responses to questions related to the rules and the proper penalty. While quite large differences appeared between the penalty, they believe the offender should receive and the penalty that would actually be received. Lack of clear policy pertaining to workplace mobbing and inadequate consequences against the perpetrator, if any, provide favorable conditions for the occurrence of workplace mobbing. It is necessary to adopt measures to inform employees of the behaviours or acts that could cause workplace mobbing. It is also necessary to establish stronger connection between researchers' willingness to declare and their own assessment of the seriousness of the phenomenon. To achieve this, the stregthening of researchers' perception of their own safety is necessary. By changing the perception of one factor, the change of the perception of other factors goes hand in hand, since they are dependent.
Keywords:mobbing in the workplace, psychological violence, apearing types of mobbing, measures to prevent mobbing in the workplace among researchers, public research organization


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