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1

Socio-organizational mechanisms of institutional exclusion – a challenge for multicultural organizations

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Durniat K.
Journal of Intercultural Management
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2014
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vol. 6
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issue 4-1
215-231
EN
The article provides theoretical considerations supported by empirical results of own research on the socio-cultural determinants of mobbing/bullying at workplaces, carried out on samples of adults working in different organizations in Poland (2007/8: N = 465; 2010: N = 260). Referring to the selected elements of Berger and Luckman’s theory of social construction of reality (1966) as well as certain socio-organizational phenomena such as mobbing, organizational climate, and organizational culture, the author proposes a hypothesis that mobbing can be seen as a kind of socio-organizational sanction applied to culturally different and poorly-socialized employees. The results of own research show that mobbing behaviours are mostly experienced by non-conformist employees who do not support the objectives and organizational procedures and negatively evaluate various factors of organizational climate. Nevertheless, numerous research results [Durniat K., 2009, 2011, Grzesiuk L., 2008, Hoel H., Zapf D., Cooper CL, 2002, Høgh A., and Dofradottir EG, 2002, Einarsen S., Mikkelsen EG , 2003] clearly show that the incidence of mobbing entails a number of negative consequences for both individuals and entire organizations. The presented course of consideration is a voice in the scientific discussion which has a direct impact on practical management - about bullying/mobbing at work as a particular threat to multicultural organizations and a challenge for their managers.
2

POLISH ADAPTATION OF L. ROSENSTIEL AND R. BOEGEL’S ORGANIZATIONAL CLIMATE DIAGNOSIS QUESTIONNAIRE

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Durniat K.
Polish Journal of Applied Psychology
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2012
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vol. 10
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issue 1
147-168
EN
The author would like to share her own adaptation of the questionnaire for diagnosing the organizational climate, developed by the German psychologists L. Rosenstiel and R. Boegel [1992]. The concept of the organizational climate, as understood by Rosenstiel and Boegel, emerges from the psychological field theory by Kurt Lewin. After the questionnaire was first brought to Poland by S. Witkowski and Z. Zalewski, it was translated into Polish and submitted to initial validation tests. Next, the preliminary translation of the tool was verified (consulted by psychologist J. Mesjasz) and in this very form the questionnaire has been validated, modified and adapted for Polish cultural circumstances by the author of this article (2005/6: N=367). Appropriate qualitative and quantitative analyses have been carried out, in particular a factor analysis of the entire questionnaire as well as its subscales, followed by a reliability analysis. To increase the accuracy and reliability of the subscales and to enhance the potential measurement precision of the tool, it was decided that the weakest items should be eliminated, which additionally improved the practical economy of the questionnaire as a tool. The reliability of the adapted questionnaire is satisfactory and ranges from 0.81 to 0.90 (measured with the Alfa Cronbach). The author of this paper has already used this version of the tool in two of her quantitative studies on the relation between mobbing and organizational climate (2005/6: N=367 and 2007/8: N= 465), which proved the tool to be an accurate diagnostic instrument providing results strongly and negatively correlated with the SDM mobbing diagnosis questionnaire ([by] K.Durniat). The adapted Rosenstiel and Boegel questionnaire can be utilized in a number of ways in research on the organizational climate in Polish companies and the potential interrelation between the organizational climate and other socio-organizational factors.
3

Bezpieczeństwo pracowników w miejscu pracy wobec zagrożenia mobbingiem

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Durniat K.
Zarządzanie Zasobami Ludzkimi
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2019
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issue 3-4(128) „Nowe trendy i różnorodność w bezpieczeństwie pracy"
99-110
PL
Artykuł ma charakter empiryczny i dotyczy problematyki bezpieczeństwa pracowników w miejscu pracy w obliczu zagrożenia mobbingiem. Treść opracowania odwołuje się do wyników badań przeprowadzonych w 2014 roku we Wrocławiu na celowo dobranej próbie14 specjalistów HR i 1 działacza związków zawodowych. Zrealizowane badania miały charakter jakościowy (ustrukturyzowane wywiady) i stanowiły element globalnego (udział 15 krajów świata) projektu badawczego „Workplace Bullying Culture Matters”. W artykule zaprezentowano wybrane wyniki badań polskich, które zostały odniesione do istniejących w naszym kraju uregulowań prawnych (Ustawa z dnia 14 listopada 2003…) oraz polskiej i międzynarodowej literatury przedmiotu. Zaprezentowane wyniki i podjęta dyskusja skłaniają do wysnucia wielu wniosków naukowych i implementacyjnych związanych z praktyką ZZL oraz sposobami ochrony pracowników przed mobbingiem.
EN
The paper is empirical in character. It looks at the safety of Polish employees with respect to the threat of workplace mobbing. It is based on the results of research conducted in Wrocław in 2014 on a specially selected sample of fourteen human resource specialists and one trade union activist. The study was qualitative in character (structured interviews) and was an element of a major international research project—Workplace Bullying Culture Matters (WBCM)—in which fifteen countries from around the world participated. The study presents selected Polish findings making reference to legal regulations in effect in Poland as well as Polish and international literature on the subject. The presented results as well as discussion foster the forwarding of many scientific and implementation–oriented conclusions connected with HRM practice as well as ways of protecting employees against mobbing.
4
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Percepcja roli specjalistów HR oraz stanowiska organizacji wobec mobbingu w miejscu pracy

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Durniat K.
Zarządzanie Zasobami Ludzkimi
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2017
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issue 5(118) "Kooperacja, współpraca, przyjaźń" [Collaboration, Cooperation & Friendship]
75-87
PL
Artykuł ma charakter empiryczny i jest poświęcony percepcji roli specjalistów HR oraz stanowiska organizacji wobec mobbingu w miejscu pracy. Treść opracowania odwołuje się do wybranych wyników badań polskich (ustrukturyzowane wywiady, N = 15: 14 specjalistów HR i 1 działacz związków zawodowych), zrealizowanych w 2014 roku we Wrocławiu, w ramach dużego projektu międzynarodowego (15 krajów świata). Prezentowane wyniki zostały odniesione do istniejących w naszym kraju uregulowań prawnych oraz międzynarodowej literatury naukowej poświęconej mobbingowi. Płynące z badań wnioski wzbogacają istniejącą wiedzę naukową na temat roli specjalistów HR wobec mobbingu w miejscu pracy oraz percepcji stanowiska organizacji wobec opisywanej patologii. Omówione wyniki skłaniają również do postawienia wielu wniosków implementacyjnych związanych bezpośrednio z praktyką ZZL wobec problemu mobbingu.
EN
The paper is empirical in character and is devoted to presenting the perception of the role of HR specialists and the position of organizations towards workplace mobbing. It is based on selected results from a study conducted in Poland (structured interviews, N = 15: fourteen HR specialists and one trade union activist) in 2014 in Wrocław. The study was a part of an international research project (the WBCM project in which fifteen countries participated worldwide). The presented results make reference to legislation in effect in Poland as well as international scientific literature on mobbing. The findings of the study enrich current scientific knowledge on the role of HR specialists regarding workplace mobbing and knowledge on the perceived position of organizations with respect to the described pathology. The discussed results also make possible the forwarding of several conclusions for implementation that are directly tied to HRM practice with respect to mobbing.
5
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Doświadczanie mobbingu przez najstarszą grupę pracowników - charakterystyka zjawiska

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Durniat K.
Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne
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2015
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issue 1(16)
145-155
EN
The paper presents a specific picture of older employees’ experience of mobbing in the workplace. It is showed in a context of a wider working population in Poland and referred to other international find- ings. The results presented in the paper base on data from a group of employees aged over 45 (N=127), which was withdrawn from a bigger sample of Polish employees working in various organizations in Lower Silesia (total N=1352; years 2008 -2014). The research implemented an SDM Questionnaire – a Polish verified and standardized psychometric tool for diagnosing mobbing, which has very good psychometric parameters. The research findings indicate that about 20% of older employees of both sexes are exposed to mobbing behaviours - especially when they hold a medium managerial position or are specialists. The 45+ aged employees are usually harassed by their younger colleagues, collectively or individually, usually when the latter occupy a more favorable position in the organization. A favorite mobbers’ tactic involves trivializing the value of older employees, ridicule and criticism. All these leads to severe psychological stress and an emergence of harmful psycho-somatic symptoms.
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