Since 1999, the Centre for Business Ethics of Vilnius University (Vilniaus universiteto verslo etikos centras) has regularly conducted research on the impact of certain anti-social behaviours on the quality of work, human resources and company competitiveness. In 2005, the Centre carried out research focusing on the issue of bullying or mobbing: its causes, consequences and the factors particular to Lithuania. The research was aimed at establishing measures to combat bullying in order to improve the environment and quality of work in Lithuanian organisations.
Most bullying in the workplace is carried out by managers and the problem is more prevalent in the public sector, according to research findings in Lithuania. A study was carried out in 2005 to analyse the issue and the extent of bullying, its causes and consequences, and factors particular to Lithuanian enterprises. The analysis was aimed at identifying measures to combat the problem, including the need for ethical management practices.
Since 1999, the Centre for Business Ethics of Vilnius University (Vilniaus universiteto verslo etikos centras) has regularly conducted research on the impact of certain anti-social behaviours on the quality of work, human resources and company competitiveness. In 2005, the Centre carried out research focusing on the issue of bullying or mobbing: its causes, consequences and the factors particular to Lithuania. The research was aimed at establishing measures to combat bullying in order to improve the environment and quality of work in Lithuanian organisations.
Definition and methodology
For the purpose of the research, bullying is defined as hostile and unethical communication, which is directed in a systematic manner by one or more individuals, mainly towards one individual, who is left in a helpless and defenceless position.
In terms of methodology, the research is based on:
a questionnaire survey;
case studies;
methods of hypothetical modelling and theoretical forecasting.
The research included 108 people who experienced bullying at their workplace.
Research findings
The research findings confirmed the hypothesis that the issue of bullying is prevalent in Lithuania. People experience bullying at the workplace, irrespective of their sex, age, marital or social status, education or occupation.
Main initiators
The results of the research revealed that the main initiators of bullying behaviour in Lithuanian companies were at management level. Some 90% of the respondents gave this answer (Figure 1).
Figure 1: Main initiators of mobbing actions in the workplace (%)
Note: Respondents could choose more than one answer.
Source: Centre for Business Ethics, Vilnius University, 2005
Profile of companies involved
Most cases of bullying occur in small and medium-sized enterprises (SMEs), where owners or company managers usually have less knowledge of managerial ethics, compared with large companies. In addition, the research shows that 75% of respondents are or were exposed to bullying in Lithuanian-owned companies, where the principal managers are Lithuanian individuals in 88% of cases (Figure 2).
It was further observed that bullying was more frequent and intensive in the public sector, such as healthcare and education.
Figure 2: Distribution of organisations with a bullying history, by nationality of management (%)
Source: Centre for Business Ethics, Vilnius University, 2005
Causes and consequences
According to the research, the main reasons for bullying behaviour in Lithuania are:
inappropriate work organisation;
problematic social structure;
lack of proper human resource management (HRM).
Respondents cited the following factors as significant evidence that lack of appropriate ethical management results in bullying and inefficient work practices: conflicts among managers and those supervised; a psychologically volatile work atmosphere; authoritarian, passive and pseudo-democratic management; dominant vertical relations; problems of work organisation; staff demotivation; and disregard for the principle of fairness and respect of employees.
Generally, bullying or mobbing has the following effects:
it restricts the bullied person’s possibilities to communicate and express ideas;
it puts limits on the victim’s occupational situation;
it damages the victim’s personal reputation.
The survey respondents further indicated that bullying actions negatively influence an individual, necessitate personnel changes and generate a difficult climate in the organisation. Victims of bullying often experience psychological and physical illness, lack of concentration, disinterest in work and reduced pace of work; furthermore, they may make mistakes in the performance of their work. All of these factors usually lead to inefficiency in work performance. The case studies revealed that companies generally support victims of bullying or mobbing in a discreet way, without any preventive measures being taken.
Need for preventive measures
In terms of the consequences for the victim and also for organisational reasons, it is necessary to eliminate the causes of such antisocial behaviour by implementing preventive measures. Appropriate ethical management is necessary to avoid these negative individual and organisational repercussions; this should include clear and transparent rules and norms, horizontal staff relations and a motivating HRM. Moreover, it is important to hold open discussions about both anti-social and ethical behaviour, as well as seminars and training on how to solve problems ethically.
The study concludes that it is possible to prevent bullying or mobbing if the elements of an ethics infrastructure are implemented in the workplace. According to the survey respondents, in order to achieve this goal, it will be necessary to raise the awareness of managers about the importance of business ethics and show the acute need for implementing ethical awareness in their organisations.
Rasa Zabarauskaite, Institute of Labour and Social Research
Eurofound recommends citing this publication in the following way.
Eurofound (2006), Bullying in the workplace, article.
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