The relationship between mobbing and work engagement of employees

Pojam mobinga istraživan je od strane brojnih stručnjaka iz područja prava, poslovne ekonomije, organizacijske i socijalne psihologije. Budući da mobing predstavlja psihološko maltretiranje na radnom mjestu i oblik devijantnog ponašanja koji može uzrokovati ozbiljne zdravstvene posljedice za pojedinca, visoke troškove za organizaciju, za zdravstveni sustav te za društvo u cjelini, od velike je važnosti promatrati uzroke takvog ponašanja koji se mogu pronaći na razini organizacije, počinitelja i pojedinca, u karakteristikama posla i organizacija te u aspektima ličnosti počinitelja i žrtve. Organizacije različitim programima angažiraju zaposlenike, no s druge strane, u mogućnosti su i zaštititi zaposlenike, podučiti ih etičnom radnom ponašanju, mogućnostima pravne zaštite te mogućnostima dokazivanja izloženosti mobingu kao kaznenom djelu, što se najčešće pojavljuje kao višestruki problem. Radna angažiranost zaposlenika promatra se kroz dimenzije energičnosti, posvećenosti i apsorpcije, dok je prema relevantnim znanstvenim istraživanjima izloženost psihološkom maltretiranju na radnom mjestu, značajno povezana s navedenim dimenzijama radne angažiranosti zaposlenika, motivacijom i produktivnosti zaposlenika. Empirijski dio rada pruža sve potrebniji uvid u radnu angažiranost zaposlenika unutar organizacije te istražuje povezanost između različitih aspekata mobinga i radne angažiranosti zaposlenika, dok prema rezultatima navedenog istraživanja onaj udio ispitanika koji se nikada nije susreo s mobingom na radnom mjestu, u prosjeku ima izraženije sve dimenzije radne angažiranosti.Mobbing has been researched by many experts from the field of law, business economics, organisational and social psychology. Since mobbing is a psychological harassment at the workplace and a form of deviant behavior that can cause serious health consequences for the individual, high costs for the organization, the health system and society as a whole, it is important to observe the causes of such behavior which can be found at the organization, at the perpetrator and at the individual level, in the characteristics of work and organizations and in the aspects of the personality of the perpetrator and the victim. Organizations engage employees through various programs, but on the other hand, they are also able to protect employees, teach them ethical work behavior and the possibilities of legal protection and opportunities to prove exposure to mobbing as a criminal offense, which most often appears as a multiple problem. Employee engagement is observed through the dimensions of vigor, dedication and absorption, while according to relevant scientific researches, exposure to psychological harassment at the workplace is significantly associated with these dimensions of employee engagement, employee motivation and productivity. The empirical part of this work provides all the more necessary insight into the work engagement of employees in the organization and explores the relationship between different aspects of mobbing and work engagement of employees, while according to the results of this study, the share of respondents who have never encountered mobbing in the workplace, on average, has more pronounced all dimensions of work engagement