Is a CSR Policy an Equally Effective Vaccine Against Workplace Mobbing and Psychosocial Stressors?

Abstract

In this study, the problem question was raised whether corporate social responsibility (CSR) is/can be an effective tool against workplace mobbing and psychosocial stressors in organizations. Therefore, the purpose of the study is to determine the prevalence of workplace mobbing in Lithuanian and Polish organizations in order to compare in which organizations the manifestation of the phenomenon is the strongest and analyzing psychosocial stressors in parallel. To achieve the purpose, 823 employees of three types of organizations were surveyed. The respondents belonged to organizations that implement the principles of corporate social responsibility, organizations that intend to become socially responsible and organizations that do not implement corporate social responsibility and do not seek to become socially responsible. The empirical study was conducted using the questionnaire “Mobbing as a Psychosocial Stressor in the Organizations Accessing and Implementing Corporate Social Responsibility—MOB-CSR”. This questionnaire is valid and reliable; the correlation relationships between subscales show interconnectedness and statistically reliable relationships. The research results were calculated using the chi-squared test and the linear regression model. Statistically reliable relationships were found between the prevalence of workplace mobbing, psychosocial work stressors and corporate social responsibility. The results of the study show that along with the weakening of variables of corporate social responsibility, the probability of workplace mobbing is increasing but CSR in itself does not ensure the prevention of workplace mobbing in the case of Lithuanian and Polish organizations. If the findings of the study are considered by the managers of organizations, this can affect both employees’ quality of life towards improvement and more transparent/purposeful implementation of corporate social responsibility, i.e., responding to the true meaning of CSR.

The Influence of Internal Marketing and Job Satisfaction on Task Performance and Counterproductive Work Behavior in an Emerging Market during the COVID-19 Pandemic

“…Teleworking has been met by employers and employees with understanding and acceptance, as it is deemed an essential lever for the continuation of organizational activities in close-to-normal conditions [1,31]. Nonetheless, teleworking poses great challenges due to the lack of face-to-face social interaction [20,30], stress [3,32], and employee exhaustion [33], affecting their mental health [33,34]. During the COVID-19 pandemic, organizations must maintain an acceptable level of job satisfaction [35], increasing employee productivity [36].…”

Mobbing Syndrome during COVID-19

“…It seems that the nursing staff in the early stages of their career, and until they adapt to the hospital clinical environment, are sensitive, emotional, shy and anxious to the point that they can not manage and cope with the intense criticism which in turn creates a fertile ground for harassment. After all, acts of mobbing usually come from senior executives (Sroka and Vveinhardt, 2020).…”

Independent Variables Affecting Employee Behaviour in Socially Responsible Organisations: Working Environment in Lithuania and Poland

“…In general, it means that firms should meet the expectations of their interest groups (Goel & Ramanathan, 2014), behave in accordance with the CSR concept (Sroka & Lorinczy, 2015;Czubala, 2016), and create a positive impact on the society, environment, and economy. The core value of CSR is then to maintain the economic aspects of the organization while balancing the environmental and social issues (Sroka & Vveinhardt, 2020 a). In other words, the organisation should behave responsibly (Mohr et al, 2001).…”