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Journal articles on the topic 'Mobbing as discrimination in employee relations'

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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1

Vveinhardt, Jolita. "The Influence of Mobbing as Discrimination in Employee Relations on Organizational Climate." Business: Theory and Practice 10, no. (4) (2009): 285–97. https://doi.org/10.3846/1648-0627.2009.10.285-297.

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In the article the development and the structure of organizational climate are analysed as well as the influence of mobbing in employee relations on the organization's climate. The source of the organizational climate's research- psychological researches, which had developed into climate's research at the end of the fourth decade of the last century. Analysing the development of the researches of organizational climate and characteristics it is possible to state, that there is not any conception which describes the organizational climate, that is why the authors characterize the same character

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Vveinhardt, Jolita. "Mobbing in Lithuania: Situation of the Division and the Organisation on the Levels of Individual Statements." Business: Theory and Practice 11, no. (3) (2010): 238–47. https://doi.org/10.3846/btp.2010.26.

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The foreign and Lithuanian authors who analysed mobbing and discrimination phenomena are presented in the article. The criteria which form the characteristics of the research instrument (the features of mobbing as discrimination in employee relations; the actions of mobbing as discrimination in employee relations; additional features of mobbing as discrimination in employee relations) are discussed. Individual statements of the instrument, which signal about the strength of mobbing on the level of the division and/or the organisation, are distinguished. Diagnosing the situation of the division

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3

Kiselova, O. I., and I. V. Kordunian. "Mobbing as a form of discrimination in labor relations in Ukraine and in foreign countries." Legal horizons, no. 18 (2019): 56–60. http://dx.doi.org/10.21272/legalhorizons.2019.i18.p56.

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The subject of the article is mobbing as a form of discrimination in labor relations in Ukraine and in foreign countries. Based on the analysis of scientific works of Ukrainian and foreign scientists we identified and analyzed the concept of “mobbing”, its characteristics, causes, and consequences. Mobbing is defined as a form of human rights discrimination that involves the psychological and physical pressure exerted on an employee by an employer or workforce to achieve a specific goal, usually to force an employee to quit. The main manifestations of mobbing are harassment, distribution of go

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4

Гончарук, В. В. "Counteracting Mobbing in Labor Legal Relations." Bulletin of Kharkiv National University of Internal Affairs 90, no. 3 (2020): 70–77. http://dx.doi.org/10.32631/v.2020.3.07.

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The author has made an attempt to characterize mobbing within labor legal relations. It has been determined that it can be horizontal – when the pressure is exerted by colleagues, vertical – by superiors and can be also mixed one. It has been emphasized that we should in no case underestimate the negative driving impact of mobbing on the psyche, health or even the fate of an employee, who is exposed to it. Harassment at the workplace can provoke feelings of social inferiority, leads to a number of nervous diseases, nervous breakdowns, sleep problems, depression, heart attacks and possibl

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Kukhar, K. O. "Prevention and counteraction of mobbing in labor relations: regulatory and legal support in Ukraine." Analytical and Comparative Jurisprudence, no. 1 (March 20, 2024): 308–12. http://dx.doi.org/10.24144/2788-6018.2024.01.54.

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The article examines the legislative regulation of the concept and forms of mobbing, responsibility for committing such acts. Attention is drawn to the fact that the problem of mobbing is relevant not only for our country, where it is increasingly possible to observe cases of this phenomenon at work (harassment of an employee by both colleagues, subordinates, and management), but also for European countries, where they know what is mobbing and have long since legally regulated the issue of preventing and countering this phenomenon. It is noted that Ukraine has also joined European countries in

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Khavarivska, Halyna. "Legal and regulatory framework of labor rights protection of the citizens of Ukraine: prohibition of mobbing." Democratic governance 31, no. 1 (2023): 86–98. http://dx.doi.org/10.23939/dg2023.01.086.

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Problem setting. In the conditions of constant industrialization, economic fluctuations, continuous uncertainty during the war, the labour rights of the employee are left aside, since the employer often neglects the labour force and forgets about the humane and valuable attitude towards the employee in search of the financial success of his/her company. The psychological state of an employee remains a particularly sensitive area as it is influenced by possible constant harassment or bullying by the employer or colleagues. After all, the effective performance of the labour duties by employees o

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Sereda, Olena, and Tetiana Krasiuk. "Preventing and combating harassment in the workplace social partnership." Law and innovations 46, no. 2 (2024): 186–94. http://dx.doi.org/10.37772/2518-1718-2024-2(46)-28.

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Problem setting. On November 16, 2022, the Law of Ukraine «On Amendments to Certain Legislative Acts of Ukraine on the Prevention and Counteraction of Mobbing (bullying)» was adopted. According to this Law, some provisions of the Labor Code of Ukraine and the Law of Ukraine «On Collective Agreements and Agreements» underwent significant changes. Individual sectoral agreements and collective agreements concluded after 2022 do not contain specific measures to prevent mobbing in the sections devoted to labor protection or the prevention of discrimination in the field of work. Many clauses of conc

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Žukauskas, Pranas, and Jolita Vveinhardt. "MOBBING DIAGNOSIS INSTRUMENT: STAGES OF CONSTRUCTION, STRUCTURE AND CONNECTEDNESS OF CRITERIA / MOBINGO DIAGNOZAVIMO INSTRUMENTAS: KONSTRAVIMO ETAPAI, STRUKTŪRA IR KRITERIJŲ SUSIETUMAS." Journal of Business Economics and Management 12, no. 2 (2011): 400–416. http://dx.doi.org/10.3846/16111699.2011.575193.

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The article deals with mobbing diagnosis criteria in instruments designed by foreign scientists; it presents the process of development of the instrument for diagnosis of mobbing as discrimination in employee relations, designed by the authors, which involves five main stages. The results of expert assessment and their impact on further development of the instrument are discussed in more detail. The detailed structure of the instrument is presented, distinguishing characteristics and criteria and revealing some fragments of indicators in the article. The analysis of intercorrelations has confi

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Venediktov, V. S., and K. Yu Melnyk. "Centralized and local legal regulation of labor relations: problems of correlation and development." Bulletin of Kharkiv National University of Internal Affairs 101, no. 2 (P. 1) (2023): 52–66. http://dx.doi.org/10.32631/v.2023.2.05.

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The current state of centralized and local legal regulation of labor relations in Ukraine has been studied and its shortcomings have been identified. The points of view of scientists regarding the essence of centralized and local legal regulation of labor relations have been analyzed. It has been indicated that Ukraine, positioning itself as a social, legal state and a future member of the European Union, should centrally establish social standards in the field of labor that correspond to those adopted in the European Union, while not reducing the existing level of existing social guaran

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Burka, A. V., and L. V. Vakariuk. "Online harassment in labor relations." Analytical and Comparative Jurisprudence, no. 5 (October 12, 2024): 361–65. http://dx.doi.org/10.24144/2788-6018.2024.05.56.

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The article notes that the integration of social media into our daily lives has led to the blurring of the boundaries between work and personal space and, as a result, the growth of harassment on social media. Based on various statistics and international studies, it can be argued that harassment at work, especially sexual harassment, is a complex, unresolved problem for many companies around the world, and the constant growth of remote work that began during the pandemic directly leads to an increase in complaints about aggressive actions on the Internet. The authors of the article point out

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Tomaszewska, Katarzyna, and Alicja Kłos. "Psychosocial determinants of a nurse's work." Journal of Education, Health and Sport 13, no. 1 (2022): 222–28. http://dx.doi.org/10.12775/jehs.2023.13.01.033.

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Introduction There is a lot of work to the specificity of a nurse, into which one can write down unpredictable situations, health and life conditions of patients. Among the factors of psychosocial factors concerning relations between employees, the following threats are listed: stress, aggression, violence, mobbing, discrimination and occupational burnout. Aim of the research: To assess the level of knowledge of the surveyed nurses about psychosocial factors that occur in their work. Materials and methods The study included a group of 198 nurses and nurses employed in various hospi

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Yushko, Alla, and Daryna Chekhun. "Mobbing in labor relations." Law and innovations, no. 4 (32) (December 15, 2020): 13–19. http://dx.doi.org/10.37772/2518-1718-2020-4(32)-2.

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Problem setting. The success of any work team depends on the WORK of each employee. One of the destabilizing factors of the work process, which leads to a tense situation in the team, reduce employee efficiency and increase the likelihood of making the wrong decision, is psychological pressure. This phenomenon is called “mobbing”. In modern conditions, the legal regulation of protection against psychosocial risks in the workplace is an important trend in creating safe and healthy working conditions. Analysis of resent researches and publications. Despite recent research and publications as for

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Yushko, Alla, and Daryna Chekhun. "Mobbing in labor relations." Law and innovations, no. 4 (32) (December 15, 2020): 13–19. http://dx.doi.org/10.37772/2518-1718-2020-4(32)-2.

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Problem setting. The success of any work team depends on the WORK of each employee. One of the destabilizing factors of the work process, which leads to a tense situation in the team, reduce employee efficiency and increase the likelihood of making the wrong decision, is psychological pressure. This phenomenon is called “mobbing”. In modern conditions, the legal regulation of protection against psychosocial risks in the workplace is an important trend in creating safe and healthy working conditions. Analysis of resent researches and publications. Despite recent research and publications as for

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Kukhar, K. O. "On the issue of termination of an employment contract due to mobbing in the workplace." Analytical and Comparative Jurisprudence, no. 2 (April 28, 2025): 426–30. https://doi.org/10.24144/2788-6018.2025.02.61.

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The article is devoted to issues related to an additional ground for termination of an employment contract – mobbing in the workplace as a form of discrimination. The paper analyzes the current national legislation, judicial practice and the views of scientists on the raised issues. It is established that termination of an employment contract in connection with mobbing in the workplace can be both at the initiative of the employee and at the initiative of the employer. Thus, the employee has the right to terminate the employment contract within the period specified by him if the employer commi

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15

Fuentes-Valdivieso, Rocío. "Discrimination and Workplace Harassment (Mobbing) against Women in the Post-Pandemic Era." Women's Health Science Journal 9, no. 1 (2025): 1–7. https://doi.org/10.23880/whsj-16000240.

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The objective of this paper is to study work environments and the set of contradictions that make up mobbing or group harassment in the post-pandemic. Mobbing or group harassment is one of the problems that afflicts different organizations and institutions; it is a multi-causal phenomenon that occurs in different ways almost everywhere in the world. Mobbing is related to violence at work, it is characterized by the development of hostile behaviors, some open, others veiled. Discrimination is one of its main components. The methodology applied in this study was the qualitative methodology. The

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Dudko, A., and O. Strelchenko. "Administrative and legal characteristics of the concept of "mobbing"." Uzhhorod National University Herald. Series: Law 2, no. 74 (2023): 60–65. http://dx.doi.org/10.24144/2307-3322.2022.74.43.

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The article examines the administrative and legal characteristics of the concept of "mobbing". The legal literature on the genesis of "mobbing" in Ukrainian society was reviewed and analyzed. The concept of "mobbing" in Ukraine, which can be conscious (deliberate) and unconscious (spontaneous), was characterized by analyzing the source base. It was determined that mobbing is psychological terror against an employee, which can take both rude, overt forms and veiled forms. It can also be expressed in the creation of coalitions against mobbing, which is undesirable from the point of view of the s

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17

ogli, Yusufjon Avazkhonov Avazkhon. "Psychological pressure on employees in corporate ethics: the method of mobbing." American Journal Of Social Sciences And Humanity Research 5, no. 1 (2025): 30–34. https://doi.org/10.37547/ajsshr/volume05issue01-09.

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This article analyzes the impact of mobbing and bullying on corporate relations, their investigation causes, and the process of drawing relevant conclusions. Mobbing refers to an ethical and psychological influence within the organization, while bullying represents a form of individual harassment. The consequences of mobbing and bullying in the workplace, their disruptions, and the associated legal and international issues are discussed, along with ways to address these problems. The importance of corporate codes, active participation of leadership, and specialized institutions in preserving e

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18

Miden, E. L. "ORIGINS OF THE ESTABLISHMENT AND DEVELOPMENT OF THE LEGAL REGULATION OF THE MOBBING PREVENTION IN THE SYSTEM OF THE STATE CRIMINAL AND EXECUTIVE SERVICE OF UKRAINE." Scientific Herald of Sivershchyna. Series: Law 2024, no. 2 (2024): 26–39. http://dx.doi.org/10.32755/sjlaw.2024.02.026.

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The issue of mobbing within the penitentiary system requires a comprehensive approach to studying the problem and addressing it within the state structure. For a long time in Ukrainian law, defining the concept of “mobbing” was challenging, leading to reliance on foreign experience, particularly in labor law. Ukrainian psychologists and managers, mirroring their foreign counterparts, emphasized the need for protection against mobbing, viewing it as an applied task requiring managerial resources like specialized training, mediation for conflict resolution, and the development of corresponding l

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Vveinhardt, Jolita, and Wlodzimierz Sroka. "Innovations in Human Resources Management: Instruments to Eliminate Mobbing." Marketing and Management of Innovations, no. 2 (2020): 182–95. http://dx.doi.org/10.21272/mmi.2020.2-13.

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Mobbing in employees’ relationships is a widely researched and analyzed problem, and the concept is still developing. The deliberations mostly concentrate on negative aspects associated with this phenomenon, e.g., deterioration of the relationships between employees, devastating consequences for victims, deterioration of the company’s performance and image. The research on what managerial solutions can help reduce or eliminate the problem is still, however, not very abundant. Also, though many studies confirm the existence of this phenomenon in different sectors of the economy, there is not so

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20

Dzhidzhavadze, Levan G. "Psychological restrictions in labor law: problem statement." Vestnik Yaroslavskogo gosudarstvennogo universiteta im. P. G. Demidova. Seriya gumanitarnye nauki 16, no. 4 (2022): 666. http://dx.doi.org/10.18255/1996-5648-2022-4-666-671.

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The article raises the problem of ensuring the psychological health of the employee and the employer with the help of the tool of labor restrictions. Attention is drawn to the shortcomings of the Russian model of regulation of the labor law mechanism for the implementation of psychological restrictions in order to prevent mobbing, sexual harassment and other manifestations of moral persecution. Analyzing foreign legislation, as well as doctrine and judicial practice, the author offers a reception of the positive experience of French and Austrian labor legislation in order to improve the Russia

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Schmidt, Werner, and Andrea Müller. "Social Integration and Workplace Industrial Relations." Articles 68, no. 3 (2013): 361–86. http://dx.doi.org/10.7202/1018432ar.

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This paper tackles the question of how social integration of migrant and native employees takes place in German industry and what role workplace industrial relations play in it. Three company case studies in manufacturing based on expert interviews with management representatives and works councillors, interviews and group discussions with employees of different origin, employee surveys, as well as company statistics, were used to explore this issue. The paper analyzes the social structure of the investigated companies, examines the interaction of employees of different origin and the role wor

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TOMASZEWSKA, Katarzyna, and Alicja KŁOS. "Psychosocial determinants of a nurse's work." Journal of Education, Health and Sport 13, no. 1 (2022): 222–28. https://doi.org/10.12775/JEHS.2023.13.01.033.

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<strong>TOMASZEWSKA, Katarzyna & KŁOS, Alicja. Psychosocial determinants of a nurse’s work</strong><strong>. </strong><strong>Journal of Education, Health and Sport. 202</strong><strong>3</strong><strong>;1</strong><strong>3</strong><strong>(</strong><strong>1</strong><strong>):</strong><strong>222</strong><strong>-</strong><strong>228</strong><strong>. eISSN 2391-8306. DOI </strong><strong>http://dx.doi.org/10.12775/JEHS.2023.13.01.03</strong><strong>3</strong> <strong>https://apcz.umk.pl/JEHS/article/view/409</strong><strong>74</strong> <strong>https://zenodo.org/record/7392324</st

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Serpak, O. V. "Legal qualification of the use of foul language at work: mobbing or petty hooliganism." Uzhhorod National University Herald. Series: Law 1, no. 80 (2024): 324–27. http://dx.doi.org/10.24144/2307-3322.2023.80.1.46.

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The article is devoted to the problem of legal qualification of the use of foul language at work. Despite the fact that Ukrainian labour legislation was supplemented with anti-mobbing innovations at the end of last year, these innovations remain understudied, which leads to many problems in law enforcement. For example, one of the controversial issues is the distinction between the content of Articles 173 «Petty hooliganism» and 1735 «Mobbing (Baiting) of an Employee» of the Code of Ukraine on Administrative Offences. To gain a deeper understanding of the central topic of the study, the

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Krasiuk, T., and A. Fedorchenko. "Mobbing: causes and ways to overcome." Analytical and Comparative Jurisprudence, no. 6 (February 18, 2023): 140–45. http://dx.doi.org/10.24144/2788-6018.2022.06.25.

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The article is devoted to highlighting one of the current problems - preventing mobbing at the workplace and overcoming it, as well as clarifying the causes of this negative phenomenon in order to understand its nature. The changes made to the Code of Labor Laws of Ukraine regarding for the prevention of mobbing were analyzed. Attention is focused on the fact that although the legislator has introduced legal mechanisms for protection against mobbing at the workplace, some issues in practice remain open. Such a problematic aspect as the non-regulation at the legislative level of the manager's p

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Bodnaruk, M. I., and A. V. Burka. "Dress code rules and employee discrimination." Analytical and Comparative Jurisprudence, no. 6 (December 16, 2024): 384–89. https://doi.org/10.24144/2788-6018.2024.06.62.

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The article notes that dress code and uniform are concepts that are often used in practice as synonyms, but in fact they are not identical. A uniform is a uniform outfit made specifically for employees of a particular enterprise, institution, organization, and their structural units. Unlike uniforms, a dress code is a requirement to follow certain guidelines regarding the appearance of employees, primarily clothing. In other words, a dress code is a list of rules and guidelines regarding the clothing that is allowed or prohibited to be worn. The main purpose of introducing a dress code for emp

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Parpan, T. V., and K. Ia Senyshyn. "PROHIBITION AND COUNTERACTION OF MOBBING AS A GUARANTEE OF DIGNIFIED TREATMENT OF THE EMPLOYEE IN LABOR RELATIONS." Juridical scientific and electronic journal, no. 3 (2023): 250–52. http://dx.doi.org/10.32782/2524-0374/2023-3/58.

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Magar, Nisha Rana, and Dev Raj Paneru. "IMPACT OF ETHICAL BEHAVOIUR ON EMPLOYEE PERFORMANCE IN NEPALESES COMMERCICAL BANKS." Nepalese Journal of Management Science and Research 5, no. 1 (2022): 204–24. http://dx.doi.org/10.53056/njmsr-2022.5.1.011.

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This study examines the impact of ethical behavior on employee performance in Nepalese commercial banks. Based on primary data, the study examined relations of ethical behavior with employee performance in the sample banks. Structured questionnaires on quantitative data were used to gather data from 150 respondents selected by using the random sampling method. The regression model was used to test the significance and effect of ethical behavior on employee performance in Nepalese commercial banks. The correlation and regression results of the study have shown teamwork and leadership style, rew

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Moreira, Aline Simonelli, and Carlos Henrique Bezerra Leite. "Limits to the employer in managing employee data in labor relations." OBSERVATÓRIO DE LA ECONOMÍA LATINOAMERICANA 22, no. 2 (2024): e3243. http://dx.doi.org/10.55905/oelv22n2-098.

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Despite the creation of legal standards for data protection in both the international and Brazilian spheres, the matter needs further elaboration regarding the limitations that must be established for the employer in the management of employee data in labor relations both in pre-contractual phase, both in the maintenance of labor contracts and in the dismissal of employees. Principles such as Dignity of the Human Person, Freedom of Profession, Non-Discrimination, Proportionality, Purpose, Adequacy and Necessity must be observed. To this end, the role of data protection supervisory agents in th

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Miner, Matthew. "Reforming Accretion Analysis Under the NLRA: Supplementing a Borrowed Analysis with Meaningful Policy Considerations." University of Michigan Journal of Law Reform, no. 31.2 (1997): 515. https://doi.org/10.36646/mjlr.31.2.reforming.

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Current accretion analysis utilizes a variety of factors to determine whether to merge a non-unionized group of employees with a unionized group of employees within the same firm. The present construction of the analysis; however, ignores employee views and potential manipulation of the doctrine. By failing to account for these two important factors, current accretion analysis neglects two key concerns of the National Labor Relations Act - preventing employer discrimination and fostering uncoerced employee action and choice. This Note advocates a better approach, which gives proper weight to e

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Pettersson, Hanna. "Discrimination against Part-Time and Fixed-Term Workers: A Critical Legal Positivist Analysis." International Journal of Comparative Labour Law and Industrial Relations 31, Issue 1 (2015): 47–66. http://dx.doi.org/10.54648/ijcl2015004.

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The European Union (EU) Part-Time and Fixed-Term Work Directives extend non-discrimination law to specific types of employment contracts, otherwise usually regulated by means of more concrete and detailed provisions. In this article, non-discrimination law is analysed as an expression of a conflict between the actual and formal subordination of the employee, on the one hand, and an inherent legal presumption of individual autonomy, on the other. Inspiration is drawn from Kaarlo Tuori's critical legal positivism and the concept of social law developed by François Ewald. From this perspective, c

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Panchenko, Olha. "Features of compensation for moral damage to an employee under the law of England." ScienceRise: Juridical Science, no. 4 (30) (December 26, 2024): 4–9. https://doi.org/10.15587/2523-4153.2025.325945.

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The purpose of the study is to examine and analyze the peculiarities of moral damage compensation in general and within the framework of labor relations in particular, with the aim of studying the positive experience of a leading European country and the possibility of its further implementation into Ukrainian legislation. It is established that the English legal system compensates both material (pecuniary) damages and moral (non-pecuniary) damages. The latter, in turn, include: pain and suffering; loss of well-being; physical injuries; social discredit; mental disorder. A traditional criterio

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Arefi, Daniel A., and Nikolay N. Startsev. "The problem of identifying discrimination when signing an employment contract." Russian Journal of Labour & Law 15 (2025): 212–19. https://doi.org/10.21638/spbu32.2025.114.

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In the proposed article, the authors, as a result of studying modern legal regulation, judicial practice and foreign experience, raise the problem of identifying discrimination when signing an employment contract. The urgency of the problem is characterized by the heterogeneity of the manifestation of discrimination in these legal relations, the insufficiency of the measures taken by the legislator to eliminate it, as well as the latency of its manifestation. The danger of such discrimination, which consists in its negative impact on the implementation of such significant constitutional and le

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Takhtaei, Nasrollah, and Leila Abbasi Dezfully. "Impact of Gender upon the Perception and Auditor's Job Satisfaction." International Journal of Accounting and Financial Reporting 3, no. 1 (2013): 258. http://dx.doi.org/10.5296/ijafr.v3i1.3805.

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The purpose of the present research is to investigate the effects of gender upon the level of job satisfaction of auditing professionals as well as examine if gender leads to differences in their perceptions of work related attributes such as advancement opportunities and relations with supervisors. Questionnaires have been applied as a means to collect required data to test the hypotheses. The dependent variable is gender and independent variable consists of 9 factors including job fulfillment, treatment with supervisors, promotion and advancement opportunities, supervisors, gender discrimina

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van Eck, Michele, and Marthinus van Staden. "Workplace bullying in the legal profession." South African Law Journal 140, no. 3 (2023): 647–77. http://dx.doi.org/10.47348/salj/v140/i3a9.

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The International Bar Association (‘IBA’) highlighted a disturbing trend of bullying within the legal profession in its 2019 report on bullying and sexual harassment in the legal profession, both internationally and in South Africa. The substantive forms of bullying (often described as victimisation, discrimination, or harassment) may overlap in the manner, mode or way in which bullying is perpetrated, and how bullying occurs may be grouped into several distinct categories: overt (or direct) forms, covert (or indirect) forms and, finally, so-called ‘mobbing’. This article investigates the curr

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Jitendra, Prasad UPadhyay, and Raj Adhikari Pitri. "Impact of Ethical Behavior on Employees' Performance in the Nepalese Commercial Banks." International Journal of Innovative Technology and Exploring Engineering (IJITEE) 10, no. 4 (2021): 141–48. https://doi.org/10.35940/ijitee.D8501.0210421.

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Ethical behavior is a very important fact for the success of any organization because it influences its relations with numerous stakeholders for making certain the success of a business. This paper attempts to examine the impact of ethical behavior on employees’ performance in Nepalese commercial banks. Descriptive research design has used to identify characteristics, frequencies, trends and categories of the impact of ethical behavior on employee performance and causal-comparative research design has also used to ascertain and understand the directions, magnitude and forms of the observ

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Liu, Bo. "Age Discrimination in Chinese Internet Workplace." Journal of Education, Humanities and Social Sciences 27 (March 5, 2024): 172–80. http://dx.doi.org/10.54097/j7a9nx66.

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Due to economic reforms, cultural biases, and rapid technological progress, age discrimination has become widespread in China's online business environment. China is making the transition from central planning to market economy, and measures such as "xiagang" have enabled state-owned companies in China to lay off elderly permanent staff and reduce permanent employee numbers. As the internet industry expands, younger workers who are dynamic are being favored over those perceived to be less adaptable such as older individuals. The "age 35 phenomenon" illustrates how prejudice has been deepened b

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Oktan, Yusuf. "The Words and Practices of the Prophet (Pbuh) in the Context of Business Ethics." Journal Of The Near East University Islamic Research Center 7, no. 2 (2021): 369–402. http://dx.doi.org/10.32955/neu.istem.2021.7.2.04.

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In the global world, cultural interaction and global organizations lead to great activities in the field of business. However, this situation has brought with it negative situations such as unfair competition, discrimination, mobbing, bribery, nepotism and corruption in the job, employer and worker. Especially in the last fifty years, with the strengthening of socialism and the decline of liberalism, business ethics has become a matter of debate in the West. In this context, the European Business Ethics network was established, and many rights regarding work and workers were brought to the age

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Arslan, Yaser, Soner Polat, Meriç Gürler, and İbrahim Bulut. "Unethical Behaviors of School Principals According to Teachers' Views: Causes and Recommendations for Prevention." International Journal of Psychology and Educational Studies 11, no. 1 (2024): 50–65. http://dx.doi.org/10.52380/ijpes.2024.11.1.1303.

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This study aims to reveal school principals’ unethical behaviours based on teachers’ perceptions within schools, to reveal the causes for these behaviours and recommendations to prevent them. An interpretive qualitative approach was applied. Data were gathered via face-to-face interviews conducted with 17 public school teachers in Kocaeli Province of Turkey. The data was examined through content analysis technique. The participants listed the unethical behaviours of school principals in seven different themes as discrimination, favouritism, violation of the rules of courtesy, misconduct, mobbi

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Chucha, Sergey Yu. "Regulatory support for counteracting psychological violence in labor relations." Gosudarstvo i pravo, no. 12 (2023): 95. http://dx.doi.org/10.31857/s102694520029368-5.

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In the article the problems of improving the legal regulation, allowing for effective prevention and counteraction to psychological violence in the world of work, are considered. There are differences between violence and discrimination and harassment. The labor and legal sectoral affiliation of a number of norms designed to regulate the prevention and counteraction to psychological violence in the labor sphere is substantiated. Based on the analysis of the content of a wide range of judicial acts and social partnership documents, four areas of normative support for counteracting psychological

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Prasad, Jitendra, and Pitri Raj Adhikar. "Impact of Ethical Behavior on Employees’ Performance in the Nepalese Commercial Banks." International Journal of Innovative Technology and Exploring Engineering 10, no. 4 (2021): 141–48. http://dx.doi.org/10.35940/ijitee.d8501.0210421.

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Ethical behavior is a very important fact for the success of any organization because it influences its relations with numerous stakeholders for making certain the success of a business. This paper attempts to examine the impact of ethical behavior on employees’ performance in Nepalese commercial banks. Descriptive research design has used to identify characteristics, frequencies, trends and categories of the impact of ethical behavior on employee performance and causalcomparative research design has also used to ascertain and understand the directions, magnitude and forms of the observed rela

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Dharma, Ibnu. "Criminalization of Employers Against Workers in View of The Law." International Asia Of Law and Money Laundering (IAML) 1, no. 4 (2022): 240–46. http://dx.doi.org/10.59712/iaml.v1i4.45.

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The relationship between employers and workers is the main thing in business, but this relationship is often a dispute because one party commits non-compliance in implementing the contents of the labor agreement in this case the employer does not pay the normative rights of workers, mutates under pressure / intimidation, Prohibition of organization, discrimination between women workers and male workers and other criminal acts that can harm workers. Policy in handling crime (penal policy) on the creation of harmonization of relations between employers and workers is the concept of labor relatio

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Greenlaw, Paul S., and John P. Kohl. "Employer “Business” and “Job” Defenses in Civil Rights Actions." Public Personnel Management 23, no. 4 (1994): 573–86. http://dx.doi.org/10.1177/009102609402300404.

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In civil rights actions, employee-plaintiffs alleging discrimination must attempt to prove a prima facie case;1 and if accomplished the employer-defendant must attempt to rebut such cases with some type of defense. These defenses may be very narrow and specific in scope such as the seniority or merit system defenses explicitly provided for under the 1963 Equal Pay Act (EPA). On the other hand, broader “business” and or “job” defenses (and the wording and meaning varies from situation to situation) have been both devised by the courts as standards of behavior for employers, and stipulated for e

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Snisarenko, S. O., I. V. Noskova, and J. A. Ivahnenko. "Ageism as a form of occupational discrimination: A sociological conceptualization." Sociology and Law 16, no. 4 (2025): 464–72. https://doi.org/10.35854/2219-6242-2024-4-464-472.

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The article is focused on the problem of occupational discrimination, with a specific focus on ageism as a prominent manifestation in contemporary workplaces, and its social effects. The article discusses two age categories of employees (the elderly and the youth) who most often experience ageism in the management practice of Russian companies. The conceptualization of ageism as a sociological problem includes a classification of its typical features. A key factor driving ageism is the pension age reform which causes mixed reactions in society. Employers’ discriminatory practices correlate wit

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Kuchko, A. V. "Peculiarities of Legal Regulation of Non-Discrimination on Gender Basis while Being Employed." Law and Safety 81, no. 2 (2021): 160–68. http://dx.doi.org/10.32631/pb.2021.2.22.

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The Constitution of Ukraine enshrines and guarantees the right to labor as an opportunity to earn a living by work that a person freely chooses or agrees to. However, the current conditions indicate that the consolidation and guarantee of everyone’s right to labor is not an unconditional evidence of its inviolability, the absence of unjustified restrictions and obstacles to its realization. One of such obstacles to the realization of this right is gender discrimination, which violates the balance of male and female labor at the labor market and creates an imbalance in the harmonious developmen

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A, AWASARE. "A Review on Industrial Laws: Implications for Management." Journal of Research and Review in Human Resource Management & Labour Studies 1, no. 2 (2024): 1–7. https://doi.org/10.5281/zenodo.12798833.

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<em>Industrial laws play a pivotal role in regulating the relationship between employers, employees, and the state, ensuring fair labor practices, workplace safety, and harmonious industrial relations. This paper explores the multifaceted nature of industrial laws and their impact on organizational management and compliance strategies. By analyzing key legislative frameworks such as labor rights, occupational health and safety (OHS), and anti-discrimination regulations, this research highlights the challenges and opportunities that businesses face in adhering to these laws. The study also exam

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Sitnikov, A. A. "Original scientific article Employer’s Abuse of the Right to Labour Management." Siberian Law Review 18, no. 4 (2021): 413–22. http://dx.doi.org/10.19073/2658-7602-2021-18-4-413-422.

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Introduction. In the process of employees’ labor managemeint, it is possible that the employer uses formally legitimate powers to harm the employee, therefore the article is devoted to studying the problem of employer’s abuse of the right to manage labor. Purpose. Give a legal description of the employer’s abuse of the right to manage labor in the exercise of discretionary powers, determine the relationship between the category of abuse of the right and discrimination in labor relations, and determine the consequences of such abuse, if a gap is identified in the legal regulation of problematic

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Ebrahim, Shamier. "A Critical Analysis of the New Equal Pay Provisions Relating to Atypical Employees in Sections 198A-198D of the LRA: Important Lessons from the United Kingdom." Potchefstroom Electronic Law Journal 20 (December 13, 2017): 1–30. http://dx.doi.org/10.17159/1727-3781/2017/v20i0a1956.

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The Employment Equity Act 55 of 1998 (EEA) is the main piece of legislation which seeks to achieve equity in the workplace by redressing unfair discrimination. Unequal pay for equal work and work of equal value are specific forms of discrimination which are dealt with in the EEA. The EEA provisions dealing with pay discrimination applies to all employees in the workplace which includes atypical employees. An employee experiencing pay discrimination in the workplace would thus use the EEA to institute an equal pay claim. This, however, has changed since the introduction of sections 198A-198D of

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Butynska, R. "Harassment as gender discrimination in the field of work." Uzhhorod National University Herald. Series: Law 1, no. 80 (2024): 283–88. http://dx.doi.org/10.24144/2307-3322.2023.80.1.41.

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Abstract. The article examines such a phenomenon as «harassment» as a type of gender discrimination in the field of work. It is noted that gender discrimination in the field of labor is a complex multidimensional concept, the definition of which has not reached a consensus in the international community. It is important to get that the omission of international law does not distinguish gender as a discriminatory feature separate from biological sex, gender discrimination is mainly used as a synonym for discrimination based on sex. At the same time, it has a number of features. First, it repres

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Gutsu, S. "Introduction of artificial intelligence into labor relations: perspectives of legal regulation." National Technical University of Ukraine Journal. Political science. Sociology. Law, no. 2(50) (October 21, 2021): 87–92. https://doi.org/10.20535/2308-5053.2021.2(50).242876.

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The article is devoted to the study of the prospects for the legal regulation of artificial intelligence in the field of labor relations. The trends inherent in the processes of digitalization, affecting the world of work and law, as well as the projected changes that occur in the field of labor law, are outlined. Labor law arose and took shape during the period of industrial society. Therefore, the overwhelming majority of its norms and institutions are not designed for the changes taking place in a modern digital society, do not take into account the needs of the modern labor market and are

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Kiladze, Natia. "Analysis of the Reform Implemented in Georgia in the Field of Labor Discrimination in the Context of the Obligations Assumed Under the Association Agreement." International Journal of Social Sciences 5, no. 1 (2025): 112–30. https://doi.org/10.55367/ingt8969.

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Since the independence of Georgia, Labor legislation underwent thorough multiple reforms and changes, which were caused by the different policy of the contemporary legislator towards labor legal relations, as well as relevant international obligations. Changes in political priorities became a kind of basis for encouraging legislative changes. With the amendments made to the Labor Code in 2005-2006, the law became more oriented towards empowering employer with more rights and freedoms, it is during this period that the supervisory system of the labor inspectorate and other supervisory administr

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