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Mobbing and corporate social responsibility: does the status of the organisation guarantee employee wellbeing and intentions to stay in the job?

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Vveinhardt J. , Sroka W.

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nr 4

743-778

EN

Research background: In spite of abundant evidence that Corporate Social Responsibility (CSR) contributes to improving the emotional state of employees as stakeholders and can serve as a useful tool for reduction of their turnover in organizations, until now, it remains unclear how the different status of CSR is related to consequences accompanying mobbing. Purpose of the article: This study compares the emotional state and intentions of Polish and Lithuanian organizations' employees who have experienced mobbing with regard to the status of CSR. The paper presents part of the results of a wider study conducted in two neighbouring states, which are exclusively related to the employees' emotional state and employee intentions after experiencing mobbing in the workplace. Methods: The research sample involved 823 respondents employed in Lithuania and Poland. The questionnaire survey was conducted using the questionnaire "Mobbing as a Psychosocial Stressor in the Organizations Accessing and Implementing Corporate Social Responsibility - MOB-CSR". Comparisons are made with regard to and CSR and relate to Lithuania (LT) and Poland (PL), when organisations are divided into three groups: (I) Is CSR; (II) Seeks to be-come CSR and (III) Does not seek to become CSR. Mann-Whitney U test and Kruskal-Wallis H test were used as the research methods. Findings & Value added: CSR is related to employees' better emotional state and lesser intentions to leave the organisation, but the study revealed unexpected results showing that according to certain parameters, the situation in the organisations seeking CSR was better than in those already declaring this status (e.g. the feeling of hopelessness, reluctance to seek better results, etc.). It is discussed why the results between countries that have similar historical experience and are culturally close differ. The conclusions emphasize the necessity for practitioners and researchers to evaluate the impact of change on employees' emotional state and intentions at different stages of CSR implementation more carefully. Besides, the results revealed a significant impact of the different status of enterprises with regard to CSR on employees' emotional state and intentions to stay in the job. This article contributes to the literature analysing organizational management by filling gaps in empirical research on CSR, mobbing, employees' emotional state and intentions in different cultures.

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Reliability of methodological and psychometric characteristics of the questionnaire of congruence of personal and organizational values

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Vveinhardt J. , Gulbovaite E.

Oeconomia Copernicana

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2018

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tom 9

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nr 3

545-571

EN

Research background: Congruence of employees' personal and organizational values means that the employee both accepts and cherishes organizational values, as well as follows them in daily activities of the organization. Different forms of values in the organization are derived from three subjects (employees, managers, and the organization as a whole). From this perspective, value congruence occurs when employees' personal values match the organizational values, which are supported by the top management of the organization and are acceptable to the majority of members of the organization. Purpose of the article: To carry out verification of methodological and psychometric characteristics of the questionnaire of congruence of personal and organizational values. Methods: The survey of employees was carried out in 15 organizations, of which 11 are private and 4 belong to the public sector (N=374), and on the basis of the results of the research statistical and psychometric analysis of the data was performed. By developing the instrument of congruence of personal and organizational values, an analytical reflection method was applied. To conduct the empirical study, the mixed methods approach was employed, consistently combining qualitative and quantitative research methods, substantiating the research results with different data sources and forms. An expert assessment method was chosen for identification of validity of the constructed instrument and suitability of its content. To identify the perceived congruence of personal and organizational values, employees' personal values, the values prevailing in the organization and the climate of the organization, employees' attitudes towards work and organizational performance results, the employees' questionnaire surveys in fifteen organizations were conducted. The sample was formed employing the stratified sampling methodology. To identify the reliability of methodological and psychometric characteristics of the constructed questionnaire, factor distribution, Cronbach alpha and Spearman Brown coefficients, factor weights, resolutions of test steps were calculated and explained. Multivariate statistical methods: correlation and factor analysis, etc. were also applied. Findings & value added: The reliability and validity of the questionnaire were empirically proved and it is recommended that scholars researching values in organizations and value congruence should use the Questionnaire of Congruence of Personal and Organizational Values for Employees with the authors' consent.

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ENVIRONMENTAL QUALITY AND HEALTH STATUS IN THE BALTIC STATES IN COMPARISON WITH SLOVAK AND CZECH REPUBLICS

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Streimikiene D. , Vveinhardt J.

Ekonomický časopis (Journal of Economics)

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2015

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tom 63

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nr 7

737 – 762

EN

The paper deals with the impact of environmental quality on human health in the Baltic States. The quality of environment and health are the core indicators of quality of life and they are closely interrelated. The indicators system to assess environmental quality and health status was developed to assess the impact of environmental quality on health in the Baltic States based on regular consolidated statistical data provided by EUROSTAT. The paper presents the concept of assessment of environmental quality and health status dimensions in the quality of life measurements and provides analysis of dynamics of environmental and health indicators in Lithuania, Latvia and Estonia. The integrated environmental quality and health indicators were developed and assessed in the Baltic States since EU accession in 2004. The relationship between the main environmental and health status indicators is assessed. Comparison of environmental quality and health indicators in the Baltic states and in Czech Republic and Slovakia are provided as well. Based on the analysis performed policy recommendations are presented.