| Abstract [eng] |
55 pages, 13 tables, 3 figures, 63 references. The main objective of this master's thesis is to reveal and analyze the role of the human resources department preventing mobbing and managing mobbing situations. The thesis consists of three main parts: an analysis of scientific, legal sources and literature, a research study and its results, and conclusions and recommendations. The source analysis reviews the concept of mobbing and its causes within organizations. It also examines legal sources related to the legal definition of mobbing and potential legal liabilities for engaging in mobbing in the workplace. Preventive measures and mechanisms effective in ensuring that mobbing does not emerge in organizations are analyzed. The study seeks to explore the actions that human resources must take to manage mobbing situations and implement mobbing prevention strategies. Following the analysis of sources, a research study was conducted to examine mobbing in public sector institutions. A qualitative study was carried out, involving interviews with eight respondents. All interviewees had experience in the field of human resources within the public sector. The primary goal of the research was to identify the actions the human resources department should take when managing mobbing situations and implementing mobbing prevention strategies. The research findings revealed that the human resources management department should establish a comprehensive set of measures to prevent mobbing cases, ranging from educational initiatives to continuous improvement of internal procedures. The conclusions summarize the key concepts from the scientific analysis and the results of the qualitative research. It is suggested that the recommendations provided could be beneficial for public sector organizations. |
