Mobbing w miejscu pracy jako przyczyna rozwiązania przez pracownika umowy o pracę bez wypowiedzenia

Piątkowska, Aleksandra

doi:10.12775/pip.2015.010

Cited by 2 publications

(1 citation statement)

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“…Research results indicate that up to one-fourth of people experiencing mobbing may consider leaving the workplace [23]. Mobbing is one of the main reasons for the termination of employment contracts in Poland, as indicated by Piątkowska [24]. Additionally, among people who experience it and who have decided not to leave the workplace, mobbing can cause a significant increase in sickness absence.…”

Section: Victim's Reactions To Mobbingmentioning

confidence: 99%

The relationship between the manifestations of mobbing and reactions of mobbing victims

Grzesiuk¹,

Szymańska²,

Jastrzębska³

et al. 2022

Med Pr

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Background:The study concerned workplace mobbing, a phenomenon affecting about 3-20% of the Polish population. The aim of the article is to distinguish the manifestations of mobbing, to study the coexistence of mobbing manifestations, and to search for the relationships between the symptoms of mobbing, reactions to mobbing and methods of dealing with mobbing used by victims. Material and Methods: Information on the above variables was obtained using a questionnaire on mobbing, risk factors, and responses to mobbing. The questionnaire was completed by 781 people (women: 66%, men: 34%). The average age of the respondents was 29 years. The current statistical analysis included: distinguishing the manifestations of mobbing by means of a confirmatory factor analysis, studying the coexistence of mobbing manifestations by means of a cluster analysis, and detecting the relationships between mobbing manifestations, reactions to mobbing and ways of dealing with it based on the system of structural equations. Results: The results of the research revealed 3 categories of relationships: a co-occurrence of mobbing manifestations, a relationship of mobbing manifestations with reactions to mobbing, and a relationship of mobbing reactions with methods of dealing with mobbing. Conclusions: Mobbing was found in 22% of the examined group. The study revealed the existence of 5 clusters of mobbing manifestations (i.e., subgroups of respondents characterized by experiencing at least 1 of the mobbing manifestations). In the most numerous clusters in which the symptoms of mobbing were diagnosed, unfriendly working conditions prevailed. In the context of mobbing, people were found to more often react with passivity or with using interpersonal coping methods. However, they rarely turned to institutions for help or used aggression against the mobber. Med Pr. 2022;73(1)

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Section: Victim's Reactions To Mobbingmentioning

confidence: 99%

The relationship between the manifestations of mobbing and reactions of mobbing victims

Grzesiuk¹,

Szymańska²,

Jastrzębska³

et al. 2022

Med Pr

View full text Add to dashboard Cite

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Ochrona informacji poufnych pracodawcy w świetle dyrektywy nr 2016/943/UE z 8 czerwca 2016 roku

Szewczyk

2017

Studia Prawnicze / the Legal Studies

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The regulations of new Directive (EU) 2016/943 of 8 June 2016 on the protection of undisclosed know-how and business information (trade secrets) against their unlawful acquisition, use and disclosure provide employers as the holders of trade secrets with a higher level of legal protection. Employers will have protective measures against the disclosure of employer's secrets at their disposal, which are laid down in Labour Code and in Unfair Competition Act. This Directive stipulates that data constituting the trade secret are not widely known or easily accessible to people who work in a given trade and process this type of information on a daily basis. This secret may constitute every confidential piece of information that the employer considers to have any, even potential, commercial value. However, the domestic law still does not provide a sufficient level of protection of employers-whistle blowers, that is people who inform about irregularities in the company. Therefore, the introduction of special legal protection of whistle blowers will be an absolute innovation. To that end, the legislator should state in the labour law the boundaries of protection of whistle blowers who act in good faith, having regard to public interest protection and employer’s interests.

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Mobbing w miejscu pracy jako przyczyna rozwiązania przez pracownika umowy o pracę bez wypowiedzenia

Cited by 2 publications

References 0 publications

The relationship between the manifestations of mobbing and reactions of mobbing victims

The relationship between the manifestations of mobbing and reactions of mobbing victims

Ochrona informacji poufnych pracodawcy w świetle dyrektywy nr 2016/943/UE z 8 czerwca 2016 roku

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