European Disintegration: Tendencies of Renationalization within the European Union and its Impact on the Common Labor Market and EU Consumer Markets

Köllen, Thomas

doi:10.18848/1447-9532/cgp/v11i05/39047

Cited by 5 publications

(4 citation statements)

References 49 publications

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“…In their everyday work, minority employees are confronted with different intensities of racist, nationalist and ethnicity-based discriminatory behavior (Dunn, Loosemore, Phua, & Ozguc 2011;Köllen 2012). This can cause severe stress for these employees, especially when their nation, race, or ethnicity works as an anchor for their identity (Schuh, Dick, Wegge, & Haslam 2013).…”

Section: Ethnicity Race and Nationalitymentioning

confidence: 99%

A Review of Minority Stress Related to Employees’ Demographics and the Development of an Intersectional Framework for Their Coping Strategies in the Workplace

Köllen¹

2014

Research in Occupational Stress and Well-Being

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Every employee embodies manifestations of every demographic that attach to him or her different minority and majority statuses at the same time. As these statuses are often related to organizational hierarchies, employees frequently hold positions of dominance and subordination at the same time. Thus, a given individual's coping strategies (or coping behavior) in terms of minority stress due to organizational processes of hierarchization, marginalization and discrimination, are very often a simultaneous coping in terms of more than one demographic. Research on minority stress mostly focuses on single demographics representing only single facets of workforce diversity. By integrating the demographics of age, disability status, nationality, ethnicity, race, sexual orientation, and religion into one framework, the intersectional model proposed in this article broadens the perspective on minorities and related minority stress in the workplace. It is shown that coping with minority stress because of one demographic must always be interpreted in relation to the other demographics. The manifestation of one demographic can limit or broaden one's coping resources for coping with minority stress because of another dimension. Thus the manifestation of one demographic can determine the coping opportunities and coping behavior one applies to situations because of the minority status of another demographic. This coping behavior can include disclosure decisions about invisible demographics. Therefore organizational interventions aiming to create a supportive workplace environment and equal opportunities for every employee (e.g. diversity management approaches) should include more demographics instead of focusing only on few.

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Section: Ethnicity Race and Nationalitymentioning

confidence: 99%

A Review of Minority Stress Related to Employees’ Demographics and the Development of an Intersectional Framework for Their Coping Strategies in the Workplace

Köllen¹

2014

Research in Occupational Stress and Well-Being

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“…There are not many specific researches devoted to the problems of disintegration in the economic literature. From the economic point of view, noteworthy are the work of Vollard G., T. Kyelena, Ozmedir H., Etzioni A., and others [3][4], devoted to the analysis of the causes of disintegration tendencies in the countries of the European Union, as well as Kagansky V., Libman A., Heifets B. [1,5], focus on the problems of integration and disintegration in the post-Soviet space.…”

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confidence: 99%

“…Various participants choose the formats of cooperation that will be in line with their national interests. The coherence of action and the sense of community in the integration space, which should enhance the synergy of interaction, weaken [4].…”

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confidence: 99%

Causes of modern dіsintegration processes: EU experience

2018

Journal of Economics and International Relations

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The article analyzes the main causes of modern disintegration processes in a globalized world. Integration and its opposite - deintegration - coexist in the modern world simultaneously or change each other at each stage of development of countries and integration associations. If integration allows the benefits of combining disparate parts into a single whole from the complementarity of the economies of the participating countries, then disintegration weakens their mutual dependence. There are different types and manifestations of disintegration, due to internal and external causes. According to the results of a poll that funded by the European Commission five of the most important problems facing the EU countries in the process of further integration were identified in the year 2016. The article concludes that these problems today are the main reasons for the contradictions between decisions of national and supranational institutions in the integration union, the loss of confidence in the latter from the EU population, which does not feel a sense of inclusion in decision making and the ability to influence the activities of supranational authorities.

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“…It is often stated that having started the process of the EU’s eastward enlargement, and having agreed on the accession of 11 post-communist states from Eastern and Central Europe (in 2004, 2007, and 2013), the “old” member states, intentionally or unintentionally, moved away from the idea of striving for a political union (Eder and Spohn, 2005). Euroscepticism and tendencies of re-nationalization (Köllen, 2012) are increasingly noticeable, even in these “old” member states, exemplified by the UK’s planned withdrawal from the European Union (Brexit), or the rise of nationalist and anti-European parties setting agendas in France, Italy, the Netherlands, Austria, and Finland, amongst others. However, the unwillingness of ceding national sovereignty to “Brussels” in the post-communist states is different in its shape and its intensity.…”

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confidence: 99%