ࡱ> 0   { ~=WYCbLIGS'` U bjbjLULU .?.?7B%  ,,,@HHH8$@\"o P$hPM,*E*E*E1.*E8L,*E ;]h &,n Hbfsn H <\%g 0 n ,nT[ m U!T3[[[[[[\*E*E*E*E@@@Ujd2@@@j@@@ ERA OF NEW ECONOMY AND NEW PROFESSIONS: STRESS AND MOBBING Jadranka Mustajbegovi and Andrea Russo, editors Editorial Globalization in everyday environment T. Gredi ak Flexible working patterns and the labour law A.Bili Mobbing in work settings: consequences and prevention A.Kosteli Marti Economic (non)efficiency of mobbing in enterprises S. Goi, M. Bogdanovi Mobbing and gender inequality M. Jogan The role of physician in diagnostics and treatment of mobbing consequences A.Gili, L. Gili Mobbing and forensic psychiatry S. Radeljak, T. }arkovi-Palijan, M. Kova , D. Kova evi How big is the problem of mobbing (bullying) in Slovenia and how it is dealt with T. Urdih Lazar, E. Stergar Psychologic harassment in the work place. The Italian experience M. G. Cassitto, S. Punzi, A. Kosteli Harassment at the work place, stress and AIDS H. Herkommer Stress in students K. D. Rudinsky, J. Stri evi Attitudes towards mobbing, taken by medical students R. Muli, Z. Kljaji Advanced emotional intelligence as one of the occupational stress coping modalities L. Ba i, D. Kuva i Stress prevention among health and non-health employees (screening) T. }arkovi-Palijan, M. Kova , S. Radeljak, D. Kova evi, J. Mustapi, Lj. Radovan evi Supplemental education of occupational and family medicine specialist as one of the means of struggling against work-related stress H. Salihovi Anthropometric measurement and stress encountered in cloth manufacturing technological process }. Domjani, B. Rogina-Car, D. Ujevi Editorial What we are witnessing today are huge challenges, major and constant changes conferred by novel economies, as well as newly-gathered knowledge, novel technologies and newly-developed workplaces. The days of our time are characterised by swiftness combined with persistent, continuous and infinite pressures, and requirements for, and expectations of, substantial results; the imposed demands are steadily growing virtually by the hour. Exhaustion, poor working conditions, lack of employers support, inability to affect own performance patterns, overwhelming feeling of abuse and alienation, unanimously create growing tension, both inner and outer. The level of stress can be diminished by the notion that one can lean on supportive people around us or those working with us, as well as on an increasing social support. Should such support fail to be provided, an environment favouring the generation and maintenance of the vicious circle characterised by hostile communication in form of mobbing, i.e. the phenomenon closely linked to communication and stress, is created. On an individual level, the pre-described situation assumes the form of socio-economic jeopardy and results in severe psychical consequences, while on an organisational level considerable workforce fluctuation, low work morality, productivity drop and discharge of key individuals, as well as loss of trust and common vision are witnessed. As regards the social level, absenteeism and disability step forward as the key issues. We live in times which, as Einstein used to say, call for the transition to another, higher level, so as to be able to solve the problems which we, as civilisation on the whole, have managed to create on the level we are currently occupying. The first step to this end was made by the organisation of the 1st International Congress termed The Era of New Economy and New Professions: Stress and Mobbing, held in the most beautiful city in the world- Split - from November 7th to November 11th, 2008. The congress was a convention of all those determined to fight against all the grievances witnessed by the modern working community, regardless of the name these grievances are going under: be it stress, mobbing, karoshi, depression, lack of values, conditions typical of contemporary civilisation, and even the phenomenon presently known as the economic crises or recession; namely, a crisis of the latter kind is closely linked to human and social, as well as value crises. We live in times that call for the re-establishment of balance between life and work, professional and family life, profit and sustainability, success and health, inner and outer fulfilment, free economy and social welfare, top-class professionalism and human warmth and closeness, as well as between brass-targeting politics and humanity. The fundamental need experienced by each and every human being is to protect the weaker, while the society is deemed more advanced and more appreciable should this care and shelter for the weaker grow stronger. Work improves health, while favourable professional communication unanimously represents a tool capable of busting working potentials and contributing to overall wellbeing of the labour force. The prevention of unfavourable communication enhances work efficiency. Nevertheless, an actual solution to the problem can be expected solely on the grounds of implementation of measures enforced on an organisational level. Is this possible to attain? Are we truly capable of changing ourselves, our organisations and systems, to the effect of producing satisfied and fulfilled individuals, be it our clients, our business partners or our colleagues, our superiors or our subordinates? The congress termed The Era of New Economy and New Professions: Stress and Mobbing aimed at confronting these challenges imposed by contemporary working community in the exact same manner. The Association Split- A Healthy City (Split -zdravi grad), in collaboration with the Government of the Republic of Croatia and a number of institutions, launched the congress in reference in an attempt to, in its own way and assuming a full responsibility for its deeds, contribute to the creation of healthier, more sustainable, and generally more productive working community, to the benefit and satisfaction of us all; of course, the notion that the attainment of this goal calls for much more than just a gathering enabled by this Congress, was buried in our mind at all times. Determination to exchange knowledge, information, notions, ideas and solutions, and transfer them into living and working environments, educational settings, and any other settings witnessing changes either currently or potentially, is required. On the grounds of the aforementioned, also this book has been prepared and published. An non-uniform format and diversity in approaches to stress and mobbing issues, exercised by Congress attendants experts, scientists, businessmen, key opinion leaders propelling the development of the economic sector, and politicians who pose as policy- and decision-makers in the contemporary working community, actively participate in it and directly influence the path we are currently following and plan to follow in the days to come, reflect the points of origin of these issues. These diversities also contribute to the inner dynamics of this text, and provide a benevolent reader with the opportunity to embrace it as an expert contribution, guide, or simply a source of information to be used by experts of various profiles and managers taking interest in this subject-matter and advocating the standpoint that successful performance and favourable outcome can be ensured only by a healthy and satisfied labourer that operates in a healthy working environment. GLOBALISATION IN EVERYDAY ENVIRONMENT Tatjana Gredi ak INTRODUCTION  Globalisation represents one of the most popular terms used in a contemporary language; however, only a few people are really capable of describing its true meaning. Globalisation phenomenon has gradually become our reality, the one that deeply penetrates each and every pore of our lives and provokes furious debates about its beneficial or detrimental impact. Those advocating this process, emphasise that globalisation promotes the exchange of information, resulting in better understanding of various cultures and enabling the triumph of democracy over autocracy, as well as commercial growth that offers a possibility to make choices across a wider range of options and takes credit for the increase in consumption and for setting a higher living standards. The fact that raises concern is that major trans-national companies tend to become more and more powerful and even superior over governments established by virtue of democratic elective processes, which puts the interests of their owners upfront and above the interests of respective communities or consumers. Globalisation forces upon us a culture that commonly cuts human inter-relations down to the pure exchange of interests, and boils human aspirations down to the quest aimed at profit increase, thus making the society no more than an anonymous space within which self-confirmation becomes the ultimate goal of all human efforts, accompanied by the delusion that each and every individual, and each and every nation, are offered the same chance to prosper; nevertheless, empiric indicators reveal the truth to be quite the opposite. globalisation in the wider sense of meaning The onset of globalisation process has been facilitated by the post-World War II situation, especially when it comes to Europe. European countries, come of them completely devastated at the time, but financially supported by the US, began their mutual linkage process (1). One of the goals of that linkage was to avoid further mutual hostilities and to create Europe in which all of its countries will mutually cooperate and support each other. Such a European policy subsequently became the propelling force of similar processes worldwide, eventually leading to the creation of the world as we know it. Nowadays, globalisation is the word frequently used in a number of contexts and under various definitions. The term stands for the increase in international exchange of commodities, services and certain markets, including the growth and development of institutions that override national boundaries enterprises, governments, international institutions, and non-governmental associations (2). Globalisation does not take place only in the economic, but also in the political sphere, as well as in the fields of science and technology (3). It represents the process composed of economic, political, social, and cultural activities that take place beyond national level, resulting in global changes of traditional political, economic, social and cultural relationships. Hence, the term globalisation stands for the economic, political and cultural process enabled by rapid advancements in the fields of transport and communication, often led by the aspiration of major corporations to conquer new markets. Economic globalisation primarily implies the creation and establishment of uniform global market rules concurrently encouraging both competition and development. The adversaries of such a trend claim that giant multinational corporations use the capital that had already been earned, to the goal of hindering the competition that would force them into the market share. To the countries all over the world, economic globalisation offers numerous possibilities. Due to these possibilities, a number of countries have progressed from their positions in the global outskirts to highly developed global cores, serving therefore as an example to the countries which have just stepped on the path of global market conquest. Nevertheless, globalisation and global economy are not synonyms. Globalisation is an upgrade of global economy, has a much wider scope, and embraces a lot of political, cultural and social elements (4). Circulation of people, goods, and information, bonds regions and enables for interaction, resulting in the process of decentralisation and transfer of power and sovereignty from the state to supra-national institutional level. Globalisation facilitates those processes and shapes novel prerequisites with which all those eager to succeed must comply. Political globalisation is closely linked to the economic one. The existence of the united global market lowers the chances for national state influences, which would otherwise allow for direct facilitation of own economic development by virtue of setting rules in favour of domestic enterprises. The decision-taking power is conferred from the state to international institutions, thus lowering the possibility of direct elections of peoples administrative representatives and affecting the course of national development. The weakening of state power is particularly reflected in the financial sector (5). Cultural globalisation is an interface of various global cultures and customs. The circulation of goods, capital and people across state borders, implies also the circulation of habits, customs and cultures. In different kinds of people, the process in reference often evokes various reactions. Some believe that the influence of novel cultures should be considered positive and enriching for the already-existent one, while others view it as a threat to old ways, traditional values and rules. GLOBALISATION ASPECTS The fact that the state ceases to be the supreme authority (6), is particularly hardly acceptable for South-Eastern, Eastern, and Mid-European countries (including Croatia) undergoing transition process, which, after several decades of awaiting, finally lived to see their independence, but had to partly give it up almost from the very start. The citizens of these countries are sometimes sceptical towards European integrations and the process of integration on the whole. The term globalisation makes accurate, though not entirely clear indication that, at the beginning of the 20th century, the position of the state has undergone double changing. Inter-dependence affects an individual state to such an extent that the resolution of a certain problem has become virtually impossible without other countries cooperating to the same end. An individual state is forced to closely link with its neighbouring countries, primarily on regional level. Therefore, the landmark of the epoch is actually not globalisation, but rather regionalisation. Only a small number of processes can be characterised as truly global: possible nuclear destruction, and air and water pollution, for instance.Aside from globalisation, regionalisation has become a challenge to contemporary states (7). Novel international and regional associations are in nascence, serving as a point of pressure exerted on state governments, but also as a linking point enabling linkage with the people across the world. Old-fashioned identities are eventually abandoned, while new, wider ones are accepted (8). The term region may refer to a certain area or a certain territory that, within the frame of the political system established in a country of concern, might be assigned a certain degree of local autonomy and self-governance in other words, the term does stand for a territory that represents a part of a certain state territory. However, the term region may also stand for an area that exceeds state boundaries, and refer to a wider international territory that crosses the state boundaries of several countries. The concentration of power and wealth descriptive of the core of that system, i.e. the G-8 members, is even greater. The countries in question control over 90% of global high-tech production and computer power, and at the same time pose as the major research and development investors. That triangle of wealth and power underpins global network into which other countries strive to slip so as to organise their economies based on polarities or dominant regions. Therefore, each of the three poles has its area of influence or its sub-system (9). These three parts of the world occasionally divert in their political views but, when it comes to production and consumption, step out as united and unanimously leading. Regionalisms as phenomena are commonly explained in terms of centre-periphery inter-relations; they have arisen in response to the feeling of cultural, political and economic abuse exercised by the centre. The identity of the resistance is created by subjects put in the position/situation that makes them feel devaluated and/or stigmatised by dominating logic (10). Throughout their history, these regionalisms have strived towards an autonomous national state, secession from the parental body or, at least, to a greater degree of autonomy within the existing national state. However, there exist some European zones populated by inhabitants who, beyond a shred of doubt, nurture certain identity linked with the region of their inhabitancy, but these regional identities have never outgrown into political options demanding a greater degree of autonomy or even secession from the parental state (11). A man and a country can be humiliated as much as they allow that to happen; we can largely shape our own destiny, provided that we manage to preserve our pride and self-dignity, but simultaneously engage in improving knowledge, art, the degree of work appreciation, and the degree of fitting into other forms of partnership. The negative aspect of globalisation is a jeopardy that an ideological concept might be created, the one that would impose universal standards established in the best interest of certain states or interest groups that pose as the centres of power; by that means, the variety and heterogeneity of the world would cease to exist, and the whole world would start to function as one global state. However, the rise of awareness on the need for bonding should not be neglected. From the geographical standpoint, globalisation changes spatial interactions, processes and structures (12). This implies also the alteration of the essence of economic activities, which fall under the influence of de-agrarisation, deindustrialisation, tertiarisation and quarterisation. In various countries, these processes have reflected in different ways, depending on the developmental level reached by the country concerned. Globalisation represents the process of global uniting into a single unit or a single system, enabled by comprehensive and continuous technological advancement in informatics and communication domains. The world on the whole becomes an integrated unit, so that each and every local event may as well turn into a global one. Many people have embraced globalisation as a sort of salvation and solution to all their problems, but for many of them such a chain of events is not (and will not be) necessarily favourable (13). Nowadays, concerns raised on the grounds of negative implications of globalisation process are getting more and more out in the open; however, the strong suits of such a process, in terms of scientific progress, healthcare improvement, rise in food production, and closer linkage among people, are also frequently pointed out. One should also mention the awareness on both own and other peoples problems, and aid given to, and solidarity with, those less lucky in this world. Other features of globalisation are the intensification of social connections throughout the world, in terms of linking locations otherwise far distant from each other, to such an extent that the events taking place in one of them may be the cause, or may arise as a consequence, of the events taking place in another one, hundred kilometres away (and vice versa). Globalisation is the most prominent economic and social change that took place following the industrial revolution; it is the process that increases the connection between societies and problems, and intensifies competitiveness as the driving global market force, but it is also the process that underpins weakening of national economies. On the other hand, globalisation creates a gap between the rich and the poor, so that huge and powerful private companies merge and expand, while small enterprises vanish due to globalisation of business activities they are involved into. In the same manner, rich people one can hardly control emerge on the global scene; their investments urge them to seek more, search for more, buy and sell. Both environmental devastation and unjust distribution have existed even prior to globalisation, but the latter has made the problems more profound, so that today one has to deal with global air pollution, ozone holes, glass layer and natural beauties devastation. Problems like organised and international crime, weapons, unequal profit distribution, and greenhouse effect, are of global nature and thus can be solved only on a global scale. It is not uncommon that, consequential to inability to establish a positive social validation system, and in parallel with frustrations generated by individual needs, wishes and expectations expected to be fulfilled owing to professional engagement, aggression and violence emerge in a full range of their forms. In addition, the rise in manifested forms of aggressive behaviouristic patterns has been witnessed in each and every segment of human lives, even in familial, school and working environment, i.e. in subsystems in which a person spends most of his/her time and builds his/her personal, professional and social identity. The rise in informational and communication technologies, the expansion of service rendering, the rise in so called auto-regulated and team work, changes in employment politics, redesigning and restructuring of a number of business activities, perish and cessation of some of them, market laws, outsourcing, subcontracting, novel forms of management and business leadership, the establishment of so called learning by doing organisations, globalisation processes, and so forth, necessarily imply new and steadily increasing demands arising not only in working, but also in living environment, especially in terms of flexibility and growing number of skills and competencies needed, increased workload, etc. All these changes inevitably pose as new challenges to those striving to preserve mental health and safety of workforce. Violence encountered in working environment, called mobbing, is not a novel phenomenon; on the contrary, it is most probably as old as work itself. The reasons that have led to sudden interest in mobbing issues are the increase in its frequency, and huge and severe consequences suffered not only by an individual being a mobbing victim, but also by the company and the community on the whole. Conflicts within companies arise as a consequence of an uneven distribution of means, as well as task interdependence, diversities in goals, perceptions, cherished values, individual styles, educational and cultural backgrounds, and poor communication (14). Conflict backgrounds may be also rooted in workplace differences, authority changes, and hierarchic changes within the company, as well as in organisational overlap (15). The causal background of mobbing is tied up with work organisation, most of all with uncertainties typical of the workplace concerned, organisational changes privatisation, restructuring, informatisation, merges, huge market competition, economic crisis, insufficient managerial skills leading to negation or enhancement of a pre-existing conflict, as well as with personal characteristics of both abuser and the abused (16). The causes of mobbing encountered in various enterprises, most commonly reported both by victims and bystanders, are organisational changes, dysfunctional organisational structure and/or culture, lack of communication, lack of an adequate employees training (communication skills, conflict resolution, and so on), and various pressures driven from the outside (17). Poor information flow, authoritative approach to differences in personal/professional opinions, the scapegoat quest, lack of team work, poorly defined professional goals and tasks, and contradictory working roles, expectations and responsibilities, are the most common aspects of poor management (18). StresS AT WORKPLACE Research has shown that employees suffering mobbing consequences are more prone to stress than the workforce in general 47% of mobbing victims report their work to be stressful, as compared to 28% of such claims in general working population, meaning that one of the most common consequences of mobbing is stress itself. Stress at work has been recognised as a phenomenon capable of unfavourably impacting the workforce and the company on the whole; it has been averagely documented in every third worker (19). Mobbing and stress are not two of the same, but mobbing can aggravate the pre-existing stress. Competition, pressure of competitiveness with a slight taste of globalisation, growing uncertainty and suspense when it comes to workplace preservation all of the aforementioned can be perceived as stress generators that eventually become more important than the time spent with the family, and even more important than caring for own health, while leisure time becomes a luxury a person providing for his/her family can barely afford. An unsatisfied worker coming to work overwhelmed by discomfort and the desire to finish everything he/she is supposed to do and call it a day as soon as possible, can not be productive and the successful, and can not be compared to the satisfied one in any aspect. Namely, working process offers people a chance to fulfil a number of needs, compensation not being on the top of the priority list the need for gaining security, respect, self-respect, certain status, attention and acknowledgement, as well as the desire to further develop own capabilities and potentials, to belong somewhere, to be accepted and to socialise, bit it by far. The employer who chooses to turn a blind eye, neglects both the prosperity of the company and his/her own. In parallel with the prolongation of working hours, growing employers demands, and growing sense of substitutability in ones workplace, the number of persons suffering from chronic stress grows virtually by the day. MOBBING PREVENTION If perceived in a traditional manner, mobbing prevention has a limited scope. Within the frame of primary prevention, employees can be informed and educated on the forms of expression and possible consequences of mobbing on an individual, company and social level. Guidelines and codes of ethics can be established, laying down behavioural standards to be observed by business entities; anti-mobbing policy can be stipulated as well. Primary mobbing prevention is directed towards promotion of organisational culture pertaining to conflict tolerance, meaning that the employer is expected to officially proclaim that conflicts and workers violation are not in his/her best interest, and to promulgate internal sets of rules governing professional relationships and conduct. The employer is also expected to permanently survey workers satisfaction and organisational climate, educate the entire managerial staff on conflict management and train them in communication techniques and conflict resolution, as well as in recognition of abusive behaviour and workers protection. Primary mobbing prevention also includes optimal work environment organisation, optimal working hours, and optimal work conditions, as well as optimal task shaping. When acting on the secondary level (i.e. the escalating conflict level), one can directly involve a third party (professional mediator) who aids in conflict resolution. On the tertiary preventive level, the employee who has been victimised should be offered help tailored to preserve his/her own health, the health of his/her family, and the health of other relevant groups; on this level, a professional intervention is also in order. Individuals fully aware of the problem are responsible for shedding as much light on the issue as possible, and for generating changes attained by virtue of effective actions that would first lead to symptom elimination, i.e. cessation of violence and suffering, but later on also affect the causal background of the distress, and enable love to replace fear, laughter to replace tears, and plenitude to replace loss. Studies of mobbing causal background, its stages and consequences, are of the outermost importance; however, it is equally crucial to organise an adequate aid to mobbing victims, which is to be provided in specialised institutions, as well as to involve into mobbing prevention that can be provided in many forms: as an informative interview, pharmacological aid, individual-cognitive behavioural psychotherapy, and a self-aid group. In line with the issues discussed in previous sections, primary mobbing prevention is exercised within companies, the secondary one aims at mobbing containment in its initial stages by virtue of mediation, while tertiary prevention aims at preventing the severe consequences of mobbing by virtue of an early diagnosis, adequate help offered to the mobbing victims in specialised institutions, and legal prevention offered by applicable laws. Namely, it has been demonstrated that emotion-focused dealing with the problem may be of help in early stages of a stressful event, while problem-oriented strategies appear to be more effective in later stages. Whereas mobbing victims mostly seek help when already worn out and running out of their habitual problem-facing options, the vast majority of them at that point already suffering from severe chronic stress symptoms, direct problem-oriented confrontation might prove itself as a long-term benefit. In any given company, mobbing can survive only as long as the key figures allow it to be. Top management has a decisive role in mobbing prevention. In order to effectively prevent mobbing, top managers must clearly state that such a misconduct would not be tolerated, and give conclusive examples of what shall be viewed as inappropriate. They should also protect the identity of an individual filing a complaint, establish a transparent complaining procedure (both formal and informal) and pertaining timelines and deadlines, and clear investigative procedures together with pertaining timelines and deadlines. Education of workforce is also desirable, so as to make each and every person aware of his/her responsibility to act professionally and in a civilised manner while at work. In addition, each and every employee must learn how to recognise the first signs of mobbing and how to respond in such a situation. On a personal level, fear of stigmatisation poses as the most frequent reason for turning a blind eye and covering for mobbing issues. Most frequently, mobbing takes place between the employer and the employee, but, unfortunately, the one encountered among colleagues of the same professional background, holding positions on the same hierarchic level, has also been witnessed with an increasing frequency. Numerous mobbing victims are members of managerial and senior staff, being attacked by unscrupulous subordinates or peers, the latter not rarely having a clearance given by the senior management. CONCLUSION Despite of all pre-described issues, and despite of all egoistic impetuses, an individual expresses himself/herself in unity with others, in giving and in the unconditional opening to others, all of that eventually leading to reciprocity. A human being has a need to find the meaning in all of his/her actions, the meaning that goes beyond the value judged through purposefulness. In order to be able to embrace and adequately validate each of its members, the society must free itself from ideological prejudices and allow for the linkage of various organisational principles, the exchange, an authority based on democratic consensus, and freedom to form civic alliances being among them. On an individual level, we strive to attain the unity with others, the unity that implies mutual opening, mutual respect, and mutual understanding. We should be focused on moderate and rational consumption and genuine inclination towards equity among people, as well as on responsible utilisation of own wealth, so as to enable the promotion of common well-being. We should assume active roles in economic initiatives to the benefit of all of us, by opening new workplaces and responding to unsatisfied personal and community needs; we should also share our goods and possessions with those in need, maintaining thereby a dignified mutual relationship. Enterprises should strive to harmonise the needs for making effective business transactions and capabilities to gain profit, with the goal of making the economic sector a rendezvous point for all parties involved. The workers should be actively involved into the operations of the company they are employed with, and advocate the improvements in social environment they work in. They should also strive to establish open communication lines and trust in their relationships with customers, suppliers, competitors, local community, and state institutions, all of that for the sake of a greater good; environmental protection should be promoted as well. On an institutional level, democratic civic control mechanisms should be encouraged, while the possibility of influencing the institutions should be ascertained also for those with less or no economic power; global natural wealth should be exploited, accounting thereby for the needs of all people currently populating our planet, but also for the needs of future generations. Institutions, laws and regulations capable of harmonising social goals and the need for economic freedom and independence, should be encouraged and put in force. The intention is to stimulate our public awareness, aid in workplace mobbing disclosure, and encourage preventive, timely and appropriate action. First of all, we should become aware of a number of behaviouristic patterns whose impact is often underestimated or ignored due to fear of losing our job or fear of competition; in essence, in doing so we actually cover for a primitive, barbarian form of psycho-terror. In our country, each and every employer has appointed a workforce representative entrusted with the protection & safety at work; applicable provisions of the Employment Act enforced in the Republic of Croatia, have provided for the accessibility of experts capable of handling harassment cases. What we can and must do for ourselves and our workplace is to convey trustworthy information it represents the first step in mobbing prevention process. It can be concluded that global changes have led to the complexity of contemporary business sector, which gradually became dynamic, changeable and increasingly demanding, so that it calls for the improved adaptation skills. Conflicts represent an inevitable part of each and every business entity; nevertheless, the management is obliged to disclose them in a timely manner and manage them in order to prevent adverse consequences in terms of decreased productivity and increased costs, and above all, in order to protect each and every employee. R E F E R E N C E S Kreai I. The meaning of globalisation in contemporary spatial development of global economy and politics. Ekonomski pregled 1996; 47: 81-8. Deardorff A, Stern R. What You Should Know about Globalization and the World Trade Organization. U: Rev Int Economics 2001; 10: 403-27. Puljiz V. Globalisation and social state. In: Zrina ak S, ed. Globalisation. Zagreb: Social Work Study Centre, 1998. Stani i M. 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Gredi ak Teako je misliti da bilo koji proces utje e na naau svakidaanju realnost viae od globalizacije. Ne iznenauje da postoji takav interes za odreivanje njenog to nog utjecaja na rast i nejednakost. Meutim, globalizacija ima mnogo oblika. Moramo nai oblik koji e biti svima koristan. Razvijeni dio svijeta vrlo dobro koristi globalna stanja istodobno igrajui ulogu glavnog nositelja globalizacijskih procesa. Stvaranje ekonomskih i politi kih integracija takoer je jedan od uzroka i posljedica globalizacije. lanak se bavi razvojem globalizacijskog procesa, zna enjem termina globalizacija i utjecajima koji globalizacija ima na svjetsku ekonomiju, politiku i ljudsku zajednicu openito; isti e da globalizacija ima pozitivne i negativne aspekte i u svakom slu aju donosi velike promjene. Zloporaba je veinom psiholoaka; zahvaa ~rtvino zdravlje i ~ivot, kvalitetu ~ivota, produktivnost, profitabilnost i mo~e dovesti do zna ajnih ekonomskih gubitaka u zajednici. lanak opisuje neke najva~nije karakteristike mobinga: ofenzivno ponaaanje, organizacijske i neorganizacijske uzroke ponaaanja, ~rtvu i posljedice. Svrha lanka je analizirati problem stresa, mobinga i psiholoake zloporabe na radnom mjestu. Stanje stresa na radnom mjestu mo~e se definirati kao niz fizioloakih i psiholoakih reakcija koje atete pojedincu i pri kojemu zahtjevi posla nisu u skladu s individualnim mogunostima, sposobnostima i potrebama. Stres povezan s radom je rezultat interakcije zaposlenika i karakteristika rada. U ustanovi koja se brine za zaposlenike treba dati istaknuto mjesto sistematskom planiranju i implementaciji organizacijskih mjera za sprje avanje psiholoake zloporabe i smanjivanju stresa povezanog s radom. Moderni radni okolia je kompleksan, dinami an, prevrtljiv i zahtijeva bolju sposobnost prilagodbe. Stalne promjene dio su organizacijske stvarnosti, ali proizvode i idealnu okolinu za sve vrste sukoba. Sukobi su neizbje~ivi u svakoj organizaciji, ali du~nost je njihovih voditelja da ih prepoznaju i rijeae prije no ato zahvate radnu snagu, produktivnost i prouzro e troakove. Klju ne rije i: globalizacija, utjecaji na globalizaciju, mobing, stres, radno mjesto FLEXIBLE WORKING PATTERNS AND THE LABOUR LAW Andrijana Bili introduction The 1980s had witnessed a U-turn in labour law and labour relations. The implementation of novel technologies and transfer of knowledge and information, i.e. the process of informatisation, have eventually led to the process of globalisation, characterised by the expansion of commodity and service markets far beyond national boundaries. In course of the foregoing, companies are established abroad countries; strategic alliances are formed, while enterprises established in various countries tend to merge into multinational companies. In order to allow for, and facilitate business operations of the latter, sales and distribution networks and other aptitudes are put in place in each and every country of companys branch office residence. The process in reference is accompanied by investments into foreign companies and by acceptance of foreign capital investments, as well as by closures of certain business deals. As regards the labour law domain, and labour relations in particular, competition among various countries to the end of attracting foreign investors and closing favourable business deals, combined with communication technology development, has compromised the traditional paradigms of social security, employment stability, and labour relation system on the whole. Due to the influence of mighty players that rule over this competitive global market, issues like collective agreements, minimal wages, employment stability, and social security, tend to be pushed towards margins. FLEXIBILITY OF THE LABOUR MARKET Economic globalisation inevitably imposes the need for compliance with the flexibility demands of labour market, and the need for consequential deregulation of labour relations established within the frame of the labour law system. Flexibility is defined as a group of responses to economic uncertainties and risks, which proved itself effective on a collective scale. Provided that such responses are found, flexible economy would be able to create and open new workplaces, and offer a higher level of security as compared to the economy burdened with rigid laws and regulations. In search of these answers, human resource development should be concurrently provided for as well. Labour market flexibility has at least a triple meaning: contractual, functional and numerical (1). Contractual flexibility can be attained by virtue of contracts that deviate from general model in terms of employment duration (temporary employment contract) and temporality of affiliations (occasional seasonal jobs), as well as by virtue of special working hours regulation (part-time employment contract). Functional flexibility may be attained by different kind of engagement of the existing workforce, to the benefit of the same employer, for instance by virtue of job enlargement or job rotation. Last but not least, flexibility is closely related to numerical demands of the labour market, so that the working corpus should be sized up to match the fluctuating needs of the employing company. Contemporary employment strategy stems from a more liberal and more flexible labour market, burdened only with minimal legal requirements as a reflection of minimal influence exhibited by governmental policy as regards this social sphere. At the same time, there exists the need for compliance with the requirements like workers safety, especially when it comes to the most endangered workforce clusters. In other words, there exists a necessity for establishing a balanced link between employment steadiness and employment flexibility; the aforementioned is reflected through the provisions of the European Treaty that bounds the European Union by the obligation to promote workforce and labour market flexibility, as well as by the obligation to maintain a high employment rate (2-5). A proper balance between flexibility and security would allow for the competitiveness of business entities, would increase labour quality and productiveness, and assist in both employers and employees endeavours to adjust to economic changes (6). Flexibility should not be viewed as a monopoly reserved for employers only; workers and their representatives are also in need of flexible work organisation, so as to be able to better cope with professional and private responsibilities and adjust them to their desires and needs. Such neo-liberal attitude that advocates labour relations free from state influences, and supports the idea of regulation of these relations through forces that drive the labour market, has been heavily criticised by a number of authors, who are of the opinion that such a process would yield even more unfavourable consequences, the global rise of social aid beneficiaries being on the top of them (7, 8). Atypical employment patterns In response to workers needs and desires respective of the nature of employment they would prefer to be contracted for, workers are offered the possibility to close so called atypical employment contracts. Atypical nature of such contracts is manifested in their distinctiveness from typical counterparts, i.e. from permanent full-time employment contracts. The advantages of a steady job are perceived both by employers and employees, and manifest themselves in favourable impacts on productivity, human capital investments, and workers motivation. Atypical employment category embraces temporary employment contracts, employment contracts closed through temporary employment agencies which assume the role of a mediator (eventually resulting in trilateral labour relations), contracts closed through the SIC (Student Information Centre), teleworking, on-call contracts, temporary posts, self-employment, etc. Nowadays, characterisation of these contracts as atypical may be perceived as an anachronism, since they rise in number on a daily basis. The process in reference comes as the consequence of an increased employment rate witnessed in the public sector, as well as the consequence of a huge influx of women into the labour market and the need for greater flexibility of the latter. The term atypical employment contract primarily refers to temporary and part-time employment contracts. The enactment of such contracts brings forward the issue of inequity of rights granted to such labour force as opposed to the rights granted to permanent full-time employees. These questionable rights are as follows: the right to organise and initiate collective bargaining, the right to act in the capacity of workers representatives, the right to pursue health and safety at work, the right to seek protection from discrimination based on profession, the right to claim maternity rights and benefits, the right to seek protection from an unsubstantiated layoff, the right to take paid leaves of absence and celebrate state holidays, and the right to go on a sick-leave. In the last two decades, the majority of European Union member states have changed the regulatory mode governing these atypical employment patterns. Despite variations in frameworks within which these changes occur, the ultimate goal remains to be the same: the increase in labour market flexibility, so as to allow for a more frequent creation of new workplaces and concurrent equalisation and improvement of working conditions offered to the workforce contracted under atypical employment contracts. Temporary employment contract Temporary employment contract holds a special position on an atypical labour relation scale; the fact that, unlike in case of firing a permanent employee (which calls for due notice and severance pay), the employer has no legal obligations towards a prematurely fired temporary employee, gives the reason why employers do prefer such contracts over permanent ones. In line with the aforementioned, temporary employment contract becomes an instrument of working costs downsizing. The consequences of working cost lowering are the employers perception of prospects for productivity enhancement, rationalisation pressure alleviation, and support to employment rate increase attempts, eventually leading to the increase in number of employees operating in the economic sector (9). In addition, temporary employment increases workforce spinning and competitiveness. Besides, temporary employment contract poses not only as an instrument of human capital organisation and management, but also as a voluntary option freely chosen by the worker. European Union has adopted the Temporary Employment Framework Agreement under which social partners have proclaimed their intention to improve temporary employment quality and warrant discrimination-banning principle, as well as their intention to establish the framework that would hinder abuses arising on subsequent temporary contracting grounds (10, 11, 12). The Framework in reference was transposed into the Guideline 1999/70/EC (13). The Guideline bans discrimination of temporary employees as compared to permanent ones. Moreover, where appropriate, the pro rata temporis principle has been applied (14). As regards the measures taken to the goal of hindering abuses stemming from subsequent temporary contracting, the member states shall, following consultations with social partners, and in line with national laws and regulations, collective agreements and customary legal practice, resort to one or more of the following measures: a) Seeking impartial reason that justifies the renewal of a temporary employment contract; b) Stipulation of the maximal in line duration of temporary employment; c) Stipulation of the permissible number of renewed contracts, i.e. temporary employments. These measures shall be put in place in absence of pre-existent abuse-hindering ones, and with the view of specific business operations and/or needs of specific working categories. Part-time employment contract This legal form is hard to squeeze into the quantitative working hours definition; moreover, the vast majority of national laws and regulations have failed to provide its exact definition. One would expect the part-time employment definition to be derived from that of full-time employment. Things get even more complicated due to the absence of a unique definition of full-time employment. The reason lies within the wideness of the full-time definition spectrum, arising not only due to specificities of national legal systems, but also the varieties in professional backgrounds and calculation methods. Nevertheless, a certain number of legal systems provides for general definition of a part-time employment. This pattern of employment contracting is not uniform, but rather complex and instituted to various ends and with various legal consequences suffered by a worker who chooses to conclude it. On one hand, this form of employment contracting allows for part-time affiliation with more than one employer, so that, in summation, the worker concerned may as well become a full-timer. On the other hand, such a contracting form should allow for the execution of workers rights to work shorter hours in case of an increased scope of work and the need for more than one worker at certain workplace during a certain shift segment; this refers to the posts that definitely can be served in less than full hours. The employment forms elaborated in previous sections should be distinguished from the situations in which these legal forms are instituted to the goal of enforcing workers right to work shorter hours due to: a) subjective reasons (following a mandatory maternity leave, a woman may chose to work half hours until her child turns 3); b) objective reasons (the right to work shorter hours in case the impact of occupational hazards capable of compromising workers health and working ability is virtually impossible to diminish). In certain industrial countries, part time employments are in rise. In a number of women, part-time employment poses as a considerable income source, but also as an opportunity to well balance their financial needs and familial and other responsibilities. In industrialised countries, part-time jobs may serve workers wishes and needs, while in underdeveloped and developing ones these jobs largely fall into the category of working hours underutilisation, in terms of disparity between individual aspirations to work more and the actual job offered. The comparison between part-timers and full-timers respective of their guaranteed rights and protection, as well as respective of employment conditions and timeframes, reveals the existence of part-timers discrimination. Such discrimination may reflect itself in a number of segments. First of all, part-timers may be deprived from their rights conveyed by collective agreements or other regulations, the example being the threshold one should surpass in order to qualify for certain benefits or forms of protection based on the minimal number of working hours or minimal wage. Another form of discrimination in reference is an unequal treatment of part-timers as compared to full-timers (e.g. in terms of their lower wages offered for the same level of performance). The third form of such discrimination reveals itself with allocation of bonuses and protection, on the occasion of which the specificities of part-time jobs are neglected to the full; this can be seen with work scheduling, career advancement opportunities, and eventually in the enforcement of the retirement rights. In most countries, equity of part- and full-timers is not stipulated by laws and regulations, but rather by collective or individual agreements. However, provisions governing basic workforce rights, above all the right to organise and launch collective bargaining, the right to seek protection from discrimination based on professional background, the right to the same compensation for the same level of performance, the right to seek safety at work, and so forth, are enacted not only on a national, but also on an international scale, and are envisioned as universal. Nevertheless, practical implementation of these principles comes across numerous obstacles, in particular when it comes to part-timers working short hours. In the majority of cases, the shorter the working hours, the poorer the working conditions, though in some developed industrial countries part-timers and full-timers are virtually equally treated. Unfortunately, in some settings, part-timers working below a certain number of hours are treated as marginal, occasional workers. In the last two decades, part-time employment has become the main normative issue in a number of European countries. Its increasing importance is revealed not only in normative activities taken by social partners both on European region and the European Council levels, but also in judicial practice of the European Court of Justice. Both normative and judicial endeavours strive to attain the part-time worker discrimination ban, not only within the frame of the labour, but also, though not unanimously, within the frame of the social law. Activities of social partners, undertaken on the European level and targeted towards part-time employment issues, were initiated in 1995 by virtue of consultations pursued by the Commission of the European Union, dealing with working hours and safety-at-work issues. The framework for these activities was provided by the Maastricht Social Policy Agreement. Following these consultations, major social partners and major social players within the European Union league decided to negotiate so as to reach the agreement on the subject-matter. The negotiations were completed on June 6th, 1997, by concluding the Part Time Employment Framework Agreement, signed by UNICE (the Union of Industrial and Employers' Confederations of Europe), CEEP (European Centre of Employers and Enterprises), and ETUC (European Trade Union Confederation). This Framework Agreement was implemented into the European labour law by virtue of the Council Guideline 97/81, adopted on November 15th, 1997. The purpose of the Agreement concluded by the aforementioned social partners, is to eliminate part-time workers discrimination, to improve the quality of their working conditions, to provide for voluntary-based part-time work advancement, and to aid flexible organisation of working hours, having regard to both employees and employers needs. The Agreement is targeted at part-timers who have concluded employment contracts in line with applicable laws, collective agreements, or judicial practice enforced in the member state concerned. For a justifiable cause, member states may decide to either completely or partially exempt temporary part-timers from the provisions of this Agreement. For the purposes of the Agreement, part-time worker is defined as a worker whose total number of regular working hours, calculated on a weekly basis or as the mean pertaining to a certain employment period (not longer than a year), falls below that of a comparable full-timer. The Agreement is focused on a non-discriminative treatment of part-timers, as indicated also by the implementation of the pro rata temporis principle. The latter gives part-timers who work at least half hours, the opportunity to be treated as full-timers if so justified, which includes the application of the same rationale when calculating the number of years of working experience (which might be imposed as a special requirement with some jobs). However, this principle has actually been accepted only when it comes to equal wages, hence its violation should be considered as an indirect discrimination (12). The Part-Time Employment Framework Agreement elaborated in previous sections, was transposed into the Guideline going under the same name, and implemented into the European labour law. Without prejudice to national laws and regulations, collective agreements and judicial practice, social partners operating in European settings are triggered to identify and disclose obstacles that might limit or even eliminate the possibility of part-time employing. In other words, the possibility of part-time employing was left at the discretion of national regulatory bodies, social partners, or employers only. In line with the foregoing, one can conclude that the Guideline failed to either establish or warrant the unconditional right to part-time employment, but rather the one pending on member states national laws and regulations. Other liabilities taken by member states and social partners under the provisions of the Guideline can be better described as recommendations than as provisions. They are as follows: a) Liability to take account of workers requests for switching from full-time to part-time engagements, and vice versa; b) Liability to inform the workers on available full-time and part-time vacancies in a timely-manner; c) Liability to facilitate the access to part-time jobs on each and every level, and to allow for the part-timers access to carrier advancement opportunities; d) Liability to inform in-firm workforce representatives on inside part-time affiliation opportunities. The refusal to switch from full-time to part-time post, and vice versa, shall not be viewed as justifiable grounds for dismissal, unless these grounds are of business or organisational nature. LEGAL REFORMS AND THEIR IMPACT ON LABOUR MARKET FLEXIBILITY IN THE REPUBLIC OF CROATIA When it comes to notice deadlines and severance pay, until January 2004 when the new Labour Act was put in force (16), Croatia used to have one of the most rigid legal frameworks in the entire Europe. The changes oriented towards the attainment of flexibility have only been partially implemented, and at the cost of numerous compromises. The eventual effect has reflected in a hybrid situation, in which all types of work are not recognised as an employment, and are therefore not covered by the provisions of the Labour Act. Some of the major changes in permanent employment contracting settings have occurred respective of notice deadlines. For employees affiliated with the same employer longer than 20 years in a row, notice deadlines have been prolonged for two weeks, provided that the worker concerned is 50 or more, or prolonged for a month, in case the worker in question is over 55. In case of firing on the grounds of workers misconduct, the culprit is deprived from his/her right to severance pay, while the notice deadline is cut in half as compared to that laid down by the Law in case of firing on either business or personal grounds. As regards the severance pay, it is to be released following the employment cessation provided that the worker concerned has been affiliated with the same employer for not less than two years in a row, and that the contract termination was not initiated due to professional misconduct. The amount of severance pay shall be set in line with the average net-wage received by the worker in the last three months prior to contract termination, and shall be calculated based on the number of years spent with the employer in reference. The amount of severance pay shall not be lower than one third of the foregoing income, and shall not reach beyond 6 monthly wages calculated as described above (unless otherwise stipulated by the collective agreement or the statutory of the company in reference). The new Labour Act also redefines the mass firing occurrence. Namely, the employer who intends to fire at least 20 employees shall be bound by the obligation to submit a programme clarifying the means of covering for the workforce surplus at least 90 days prior to the envisaged firing date. In course of designing such a social programme, the employer shall consult with the Council of Workers and the regional Employment Institute services. The amendments to the Labour Act relate also to the atypical forms of employment, i.e. temporary employment contracts and part-time employment contracts, in terms of their alignment with the European Union regulations, as well as in terms of banning the abuse of such contracting forms and prohibiting the discrimination of workers performing under them; even more so, the intention is to equalise these workers to those performing under the terms of standard employment contracts, as much as virtually possible. In the Republic of Croatia, temporary employment contract can be concluded in case the cessation of the contract can be objectively envisaged and corroborated by the pre-set deadlines, task completion, or some occurrence. In case of unchanged professional tasks and responsibilities, temporary employment contract can not be concluded for a period longer than three years. Per analogy, a worker could indefinitely perform under such a contract concluded with the same employer, in case his/her tasks and responsibilities are changed along the line of employment (this poses as the most common form of abuse of such contracting forms). Subsequent temporary contracting has no quantitative, but only time limitations it should expand over three years tops. The violation of this provision shall be fined, and the fine shall be paid by the employer. The exception is made with the closure of one or more subsequent temporary employment contracts concluded for the purpose of fulfilling the same tasks over a period longer than three years, in case of substituting for a temporarily absent worker, but also in some other cases, provided that these solutions are envisaged by applicable laws or the collective agreement. In case a time-gap between the subsequent employment contracts does not exceed two months, the three-year continuum is considered uninterrupted. Should a worker continue working with the same employer even after the temporary employment contract expiration, it is taken for granted that the employer and the employee have concluded a permanent employment contract, unless proven otherwise by the employer not later than a year after the employment commencement. The status of seasonal workers engaged in permanent seasonal jobs, i.e. affiliated with employers steadily engaging in seasonal business operations, is governed by special provisions. In such cases, the contract concluded between the employer and the employee is a temporary one, but binds the employer by the obligation to pay prolonged insurance contributions starting from the contract expiration up to the conclusion of the novel one, pertaining to the next season. By virtue of such contracting, the employee earns his/her right to insurance benefits even while unemployed, and rests assured that he/she will be given the same job in the fore coming season. On the other hand, the employer rests assured that a sufficient number of qualified employees will be at his/her disposal during the season to come. Accounting for the specificities of such an employment contract, in addition to the clauses that should be introduced into each and every employment contract, this type of contract should also comprise the following clauses: - On the terms under which, and the time-frame within which, the employer shall be obliged to pay prolonged insurance contributions; - On the deadline until which the employer should offer the employee the employment contract pertaining to the next season; - On the deadline until which the employee should respond to the employers offer; the deadline in reference shall not be shorter than eight days. In case a worker turns the offer down based on unjustified causes, and refuses to conclude a temporary employment contract covering for the next season, the employer may demand refunding of the money paid as coverage for the workers prolonged insurance. Following the expiration of the employment contract, the worker shall be deprived from his/her right to compensation. In the Republic of Croatia, the employment contract may be concluded as a part-time one as well, dependent on the scope or nature of certain business engagements. The definition of the shortest permissible duration of working hours can not be found under the Labour Act, but the pertaining data can be obtained indirectly, by virtue of calculating the duration of the insurance period. Namely, the calculation of the duration of a part-timers insurance period is based on the presumption that he/she was working full-time, i.e. for the period equal to the total number of working hours collected in previous years, adjusted for the full-time engagement (the pro rata temporis principle). In line with the foregoing, the shortest permissible working hours would equal to one hour a week. A worker who has concluded a part-time contract with one employer, is allowed to conclude two or more contracts with additional employers, and can continue doing so until the full-time engagement has been reached, i.e. until the prerequisites for his/her full pension insurance are fulfilled. In such cases, due care about legally or contractually defined conflicts of interest and market competitiveness should be taken. Both part- and full-timers are entitled to a daily break (Article 37), weekly break (Article 38), summer vacations of the shortest stipulated duration (Article 39), and a paid leave of absence (Article 49). The only difference among them is that part-timers are not allowed to take at least 30-minute day breaks (Article 36, paragraph 1). Part-time work may take place on each and every day in a week, or only on some of them. Compilation of part-time and temporary contracting is allowed as well (17). Should the earning of certain rights be highly dependent on the duration of employment with the same employer, part-time engagement shall be viewed as a full-time one. This refers primarily to the notice deadlines and the accompanying number of severance pays. Due to the fact that part-timers wages relevant for setting up the severance amount are definitely lower than those of a full-timer, the severance sum offered to a part-timer shall be lower than that offered to a full-timer (18). In view of the foregoing, it becomes apparent that the majority of changes are tailored so as to cut down the costs of employment termination and firing under regular circumstances (i.e. not on the grounds of workers misconduct). Earlier, the costs in reference were imposed on employer and quite high; changes in favour of employers were adopted in 2004 by virtue of the Amendments to the Labour Act. In addition, the switching time-period has been shortened too, aiding to the cost putdown and acting as a propeller of structural changes. Being fully aware of the necessity of regulatory changes that would enable improvements in labour market functioning, social partners have exerted pressure to the end of strengthening social rights exercised during unemployment, hoping to at least partially compensate for the present job uncertainties. Loss of employment-related rights is compensated by strengthening of unemployment rights, in terms of higher compensations allocated to the unemployed, longer duration of compensation period, and additional single compensations allocated to persons who might have trouble finding a job, as well as to those with a considerable working experience and/or those age-limited. The latter has been strived to attain by virtue of the Mediation and Unemployment Rights Act, enacted in 2002 (19), which aimed at defining unemployment in line with international standards and based on the International Labour Organisation (ILO) methodology, as well as at encouraging competitiveness in labour market mediation, downsizing bureaucratic formalities, motivating the unemployed for an active job search, introducing informatics technology in business operations, and creating a higher level of responsibility within the managerial system. The law that guarantees workers compensation in case of employers bankruptcy (21) represents an additional step made within the frame of labour law reform, which strives towards labour market flexibility. The essence of this Act is the protection of workers rights to a number of compensations (wages, mandatory insurance contributions, sick-leave compensations, compensations during summer holidays, severance pays, compensations related to work post risks). The compensations in reference shall be partial, i.e. the insurance shall cover for the sum calculated based on the minimal wage paid out in the Republic of Croatia, or for a certain percentage of the sum in reference. These payouts are warranted by the Development and Employment Fund, while the pertaining request should be submitted through the regional branch of the Croatian Employment Institute. Furthermore, the adoption of the Retirement Insurance Act (22) represents an attempt to relate workers retirement insurance rights to more flexible working patterns, above all part-time and temporary employments. Namely, under new regulations, men are entitled to age-based retirement compensation once they turn 65 (60 when it comes to women), provided that they have gained at least 15 years of working experience and regardless of the number of working hours (the pro rata temporis principle adopted from the European labour law). The amount of the retirement compensation is calculated based on a special algorhythm; as can be expected, that amount is lower than that allocated to retired full-timers. According to the Health Insurance Act (23), the Croatian Institute for Health Insurance warrants compensations to persons fired during a sick- or maternity leave. By means of the foregoing, a significant aid to better protection of vulnerable population groups (women, children, chronic patients) has been offered. The novelty lies also within the fact that the financial means should not be provided by the employer, but rather by the state, and released through the health insurance system. The Law on Safety at Work (24) attempted to strengthen the capacities of the State Labour Inspectorate, and provide for more flexible solutions that would help the employers to cope with the organisation and implementation of safety-at-work systems. The special area of interest governed by this Law is the normative definition of safety-at-work standards applicable to workers working from their homes or at distant locations, especially to those using, monitoring and maintaining facilities situated outside employers premises. By virtue of this Law, labour inspectors are granted unlimited access to the working premises, even if it implies private homes, so as to ascertain the existence of an alleged occupational health hazard. Due to such provisions, this Law has established the grounds for the implementation of more flexible working patterns, maintaining thereby safety-at-work standards typical of classical enterprises. It has become obvious that the implementation of flexible working patterns may expose workers to illegitimate influences and activities taken by employers. Therefore, the Criminal Law (25) foresees fining or a 3-year imprisonment of employers who fail to comply with basic principles introduced by the novel package of labour laws and relations. Due to abuses and disputes elaborated above, the Litigation Procedure Act (26) foresees shorter deadlines for resolving labour disputes. In case of a labour litigation procedure, the lawsuit should be responded to in no more than 8 days. In case of labour disputes initiated by a worker who wishes to challenge the employment termination decision, as well in case of collective labour disputes, the parties should be summoned within 30 days, counted down from the day of the response release, unless otherwise provided by the law. Litigation procedures brought before the first instance courts, should be put to an end not later than six months following the lawsuit admission. In case of a litigation procedure brought before the second instance courts, the decision on plea against the ruling of the first instance court must be taken not later than thirty days from the plea admission. CONCLUDING REMARKS An intensified global competitiveness exerts pressure on employers and forces them to introduce a fair share of flexibility into labour relations; this can be accomplished by both internal reorganisation (functional flexibility) and hiring & firing facilitation (numerical flexibility). This allows the employers to work longer hours, adjust their working schedules to market demands, or require more from their employees. Temporary employments, part-time employments and affiliations mediated by various agencies, are in rise in some of the countries. The scope of an internal or functional flexibility is somewhat limited by labour laws and regulations, collective agreements and the need for establishing either explicit or implicit rules capable of encouraging dedication and collaboration between employers and employees. The rise of employment-related uncertainties results in increasing workers and unions demands for a better, reinforced protection. On the other hand, the impact of an intensified global competitiveness takes its toll, forcing the capital holders to more rapidly adjust to more liberal, less limiting laws and collective agreements. As a result, the labour law is currently undergoing the process of adjustment. The labour law reform is influenced by two major trends, one of them being represented by normative actions taken by the International Labour Organisation, which is committed to the protection of fundamental principles and workforce rights, including the fight against discrimination at work and the fight against child labour. On the other hand, numerous countries have reduced the restrictiveness of their labour laws, so as to downsize the costs imposed on employers on the occasion of hiring and firing, and to facilitate the implementation of novel employment patterns. Furthermore, despite of the fact that, when it comes to employment contracting, most countries will take it for granted that one refers to a permanent, full-time employment, unless otherwise specified, many of them have launched reforms that facilitate the implementation of novel, atypical employment patterns possible to govern by temporary employment contracts, part-time employment contracts, probationary contracts, temporary employment contracts mediated through specialised agencies, and so forth. The debate on the protection of employees rights includes also the elaboration of the issues of unemployment compensations and the efficiency of educational system. Flexicurity represents the adaptive employment model within which formal obstacles faced by the employers on the occasion of layoffs, are relatively moderate, while other measures provide for a short-term unemployment (27, 28, 29). Counselling with unions and public authorities, combined with support provided by social security and educational systems, allows for the alleviation of the unemployment burden and consequential lack of sustenance suffered in a short run by job-seeking workforce; at the same time, professional and geographic mobility get active support (30). However, it should be emphasised that flexicurity should not be viewed as the substitute for traditional social and employment policy, but more as a compensation for an increased pressure put on the social security system. Novel labour market strategies should bring forward not only ex ante mobility promotion, but also ex post transfer-achieved redistribution. To put it more precisely, social policy undergoes transformation into a risky form of management that encourages people to assume more risk, yielding useful concomitant costs to be paid by the society (31, 32). In order to achieve that goal, novel forms of inter-temporal, inter-generational, and inter-regional solidarity should be instituted. Some authors are of the opinion that the implementation of flexibility does not necessarily imply security reduction. One of the most prominent features of a flexible labour market is the existence of a high-quality link between the employment protection and the social security system. Should the employment protection diminish, the deprivation from security should be substituted by similar forms of protection provided in the social security domain. Prior to the adoption of the novel regulatory package pertaining to labour relations and social security domains, the former one offered a high degree of social protection, however passive in its nature. By virtue of adoption of the novel package, it has become apparent that individuals are expected to assume responsibilities for their own social security. Furthermore, in response to employers efforts directed towards new workplace opening, the Government should partially assume restructuring costs. Labour market policy should be more focused on groups bearing the burden of long-term unemployment on their shoulders. The state should partially assume severance and layoff costs, and redirect the financial means towards users in terms of greater participation in the unemployment coverage and in terms of prolongation of compensation rights. Nevertheless, should the benefits not be universally accessible, the whole mechanism shall be ineffective and incapable of attaining desired effects expected to emerge from these novel solutions. r e f e r e n c e s 1. Biagi M. Painful Rebirth from Ashes. In: Betten L, ed. Contract of Employment in Transforming Labour Relations.In: The employment contract in transforming labour relations. Hague, London, Boston: Kluwer law international,1995, 57. 2. Muffels R, Wilthagen T, Van der Heuvel N. Labour market transitions and employment regimes: evidence on the flexibility-security nexus in transitional labour markets, Berlin: WZB Discussion Paper (FS I 02 204), 2002. 3. Wilthagen T. Managing social risks with transitional labour markets. In: Mosley H, O'Reilly, SchQmann, eds. Labour markets, gender and institutional change. Essays in honour of Gnther Schmidt, Cheltenham: Edward Elgar, 2002, 264-89. 4. Klosse S. Flexibility and security: a feasible combination? Eur J Soc Security 2004; 5: 191-213. 5. European Treaty. Official Journal C 191, 20. July 1992., l.125-127. 6. Council Decision of 22. july 2003. on the revision of the Employment Guidelines (2003/578/EC) 7. Galbraith JK. The Culture of Contetement. Boston/New York/London: Amazon, 1992. 8. Deakin S, Wilkinson F. Rights v Efficiency? The Economic Case for Transnational Labour Standards. Industrial J 1994; 23: 289-310. 9. SchQman K, Rogowski R, Kruppe T. Labour Market Efficiency in the European Union. London: Routledge Studies in the European Economy, 1998,2. 10. Blanpain R. European Labour La. The Hague:, Kluwer law international, 2000, 271-4. 11. Bercusson B. European labour law. London, 1996, 155. 12. Nielsen R. European labour law. Copenhagen: DJF Publishing, 2000, 151. 13. Council Directive 1999/70/EC on fixed-term work on 28.lipnja 1999. Official Journal L 175, 10. srpnja 1999. 14. Smjernica o radu na odreeno vrijeme, 1999/70/EC od 28. lipnja 1999. Official Journal L 175, 10. srpnja 1999.kl.4 st.2 15. ILO: Part-time work. In: Conditions of Work Digest, Vol.8. Geneva: ILO, 1989, 193-257. 16. Zakon o radu, Narodne novine 114/03 and 142/03. 17. Crni I. Komentar Zakona o radu sa sudskom i upravnom praksom i prilozima. Zagreb: Organizator, 1999. 18. Marinkovi-Dra a D. Radni odnosi u gospodarskoj, pravnoj i sudskoj praksi, zbornik radova. Zagreb: In~enjerski biro d. d., 1998. 19. Zakon o zapoaljavanju i pravima za vrijeme nezaposlenosti. Narodne novine 32/02 20. Buklijaa B, Bili A. Meunarodno radno pravo. Split: Pravni fakultet u Splitu, 2006, 31-63. 21. Zakon o osiguranju potra~ivanja radnika u slu aju ste aja poslodavca. Narodne novine 114/03. 22. Zakon o mirovinskom osiguranju. Narodne novine 117/03. 23. Zakon o zdravstvenom osiguranju. Narodne novine 117/03. 24. Zakon o zaatiti na radu. Narodne novine 59/96, 94/96 and 114/03. 25. Kazneni zakonik. Narodne novine 111/03. 26. Zakon o parni nom postupku. Narodne novine 117/03, l.434. 27. Madsen PK. Flexicurity through labour market policies and institutions in Denmark. In: Auer P, Cazes S. Employment stability in an age of flexibility. Geneva: International Labour Office, 2003, 59-105. 28. Braun T. Ein neues Modell fr Flexicurity der dnische Arbeitsmarkt, Dsseldorf: WSI Mitteilungen 2001; 56: 92-9. 29. Cazes S, Nesporova A. Labour markets in transition: Balancing flexibility and security in Central and Eastern Europe. Geneva: ILO, 2003, 76-84. 30. ILO, Managing transitions: Governance for decent work, Report of the Director-General, Vol. II, Seventh European Regional Meeting, Budapest, February 2005. 31. Chmidt G. Trasitional labour markets and the European social model: towards a new employment compact. In: Schnidt G, Gazier B,eds. The dynamics of full reemployment: social integration through transitional labour markers. Cheltenham: Elgar E, 2002, 393-435. 32. Giddens A. The third way. Cambridge: Polity Press, 1998, 116. Table 1. Share of full-timers and part-timers in the total number of employees, pertinent to 2000-2007 span CountryWorking hours20002001200220032004200520062007AustraliaFull-time65776566662267506897710872737505Half-time23742497262627092739285029132965AustriaFull-time30823057307230833008301730743119Half-time604654690710736808855909BelgiumFull-time27443291326632193247329032383358Half-time715748786836897922978986CanadaFull-time1209412242124401270612998132061351013803Half-time26712704287129672949296329753063Czech RepublicFull-time44154452456244994476453045854676Half-time246227231233230233242246DenmarkFull-time21222165217221342117213421302132Half-time589544562564614601657684FinlandFull-time20472078206920572044207221002139Half-time286288302310320330343351FranceFull-time19257198362006020644206792073820852..Half-time3923389538804095415042754322..GermanyFull-time2926629101287302814027543277022759628055Half-time705874267545778679208815967510002GreeceFull-time39073936400441104129417141924258Half-time190167186177201211261262HungaryFull-time33603398340434353416342234753490Half-time11098102125127127107110IslandFull-time115117116121121125131138Half-time4142413635373840IrelandFull-time13901435147214881525....1716Half-time281286292305311....379ItalyFull-time1909619483197421994119307194101993420059Half-time17791816187018812839289630543163JapanFull-time5379052789517965139451571515835181952023Half-time1048010982111941145611430115671142711427LuxembourgFull-time160164166162158160162158Half-time2021222531343334MexicoFull-time2840428049303132911029232299602974330108Half-time8176863476268824982992841052210782NetherlandsFull-time54285475539353555230520953275412Half-time23652411253225432613265026822799Half-time434442458460465474474503 CountryWorking hours20002001200220032004200520062007New ZeelandFull-time13701407144514861552159716281625Half-time434442458460465474474503NorwayFull-time16821681167716551654167617011774Half-time578589598599613606633642PolandFull-time1295112749122981219012301125941317013836Half-time15751458148414281494152114241404PortugalFull-time44784536453644704544454645774544Half-time551562570594579576582626Slovak RepublicFull-time18922075208821132113216022332296Half-time4049405257566460Spain Full-time1417814693149801535816399166271738617957Half-time12211269127813361572234723612399Sweden Full-time32553326331933013261326933373448Half-time8959029109199429869971078Switzerland Full-time27402731274827192705271527472789Half-time11381207121712451254125913051333TurkeyFull-time1954320183199341986820330207572056419411Half-time20371343141912791461129017651779Great Britain Full-time2022420409204652050320585208332101521054Half-time68416889699072117304720472017211 Data source:  HYPERLINK "http://stats.oecd.org/WBOS/Index.aspx" http://stats.oecd.org/WBOS/Index.aspx Table 2. Notice deadlines and severance amounts CountryYear199019982003Australia1.001.001.00Austria2.002.000.86Belgium2.292.292.43Canada0.950.950.95Czech Republic..2.672.67Denmark2.051.911.91Finland1.861.431.00France1.521.521.91Germany1.001.291.29Greece2.382.242.24Hungary..1.761.76Ireland0.810.810.81Italy0.570.570.57Japan1.811.811.81Korea..0.860.86Mexico..2.102.10Netherlands1.001.911.91New Zeeland..0.430.43Norway1.001.001.00Poland..1.431.43Portugal5.005.005.00Slovak Republic..2.672.67Spain3.142.572.57Sweden1.711.571.57Switzerland1.481.481.48Turkey..3.433.43Great Britain 1.101.101.10USA0.000.000.00 Data source:  HYPERLINK "http://stats.oecd.org/WBOS/Index.aspx" http://stats.oecd.org/WBOS/Index.aspx Table 3. Complete protection from firing, offered under standard employment terms CountryYear199019982003Australia1.001.501.50Austria2.922.922.37Belgium1.681.681.73Canada1.321.321.32Czech Republic..3.313.31Denmark1.521.471.47Finland2.792.312.17France2.342.342.47Germany2.582.682.68Greece2.462.332.41Hungary..1.921.92Ireland1.601.601.60Italy1.771.771.77Japan2.382.442.44Korea..2.372.37Mexico..2.252.25Netherlands3.083.053.05New Zeeland..1.351.70Norway2.252.252.25Poland..2.232.23Portugal4.834.334.17Slovak Republic..2.472.30Spain3.882.612.61Sweden2.902.862.86Switzerland1.161.161.16Turkey..2.642.56Great Britain 0.950.951.12USA0.170.170.17 Data source:  HYPERLINK "http://stats.oecd.org/WBOS/Index.aspx" http://stats.oecd.org/WBOS/Index.aspx Table 4. Legal protection offered under temporary employment terms CountryYear199019982003Australia1.251.251.25Austria1.751.751.75Belgium5.251.501.50Canada0.000.000.00Czech Republic..0.500.50Denmark2.252.252.25Finland3.253.253.25France3.504.004.00Germany3.501.751.75Greece4.004.004.50Hungary..0.751.75Ireland0.000.000.75Italy5.254.002.50Japan0.500.500.50Korea..0.750.75Mexico..2.502.50Netherlands1.500.750.75New Zeeland..0.251.50Norway3.253.253.25Poland..1.000.00Portugal2.252.251.75Slovak Republic..1.750.25Spain2.002.503.00Sweden2.671.751.75Switzerland1.251.251.25Turkey..4.254.25Great Britain 0.000.000.25USA0.000.000.00 SA}ETAK NOVI OBLICI RADA I RADNO PRAVO A. Bili Za radno pravo se gotovo mo~e rei da je u mrtvoj to ki razvoja u pogledu regulacije fleksibilnih (novih) oblika zapoaljavanja, koja sa sobom nose uvoenje novih, rigidnih pravila na kojima funkcionira tr~iate rada. Takva situacija,ujedno utje e i na pogoraanje socijalne zaatite tako anga~iranih radnika. U tom se smislu izra~ava potreba revizije postojeeg radnog prava, kao i transformacije okvira socijalne zaatite od stati ke sigurnosti posla do dinami nije mogunosti zapoaljavanja, koja omoguava sigurnost zaposlenja te kompetentnijim radnicima mogunost br~eg i lakaeg pronalaska posla, na sve br~em, promjenjivom tr~iatu rada. ini se da su politi ari nemoni stvoriti prikladnu socijalnu zaatitu na nacionalnoj razini, budui da im je prvotni motiv privla enje stranih investicija pod svaku cijenu. Socijalni partneri su, ine se, sve manje i manje reprezentativni, time ostavljajui sve viae prostora za mened~ment da poduzme akcije u tom smjeru koji, naravno, pri tom atite vlastite interese. Radno pravo, ulaskom u fazu tzv. suptilnog  tekueg prava", suo eno je s teakim vremenima. Uali smo u razdoblje  novih oblika rada" s manje tradicionalnih, rigidnih pravila socijalne zaatite. Sve se viae vrednuje i cijeni osobni napor i sposobnosti. Klju ne rije i: radno pravo, fleksibilnost tr~iata rada, socijalna zaatita MOBBING IN OCCUPATIONAL SETTINGS  CONSEQUENCES AND PREVENTION ANDREJA KOSTELI MARTI Mobbing is a phenomenon existing as long as do the human race, the lust for power, the need to humiliate other persons, and the feelings of jealousy, enviousness, hatred(1), though one has to admit that there exists a good chance that intense market competition, globalisation, organisational changes (privatisation, merge, restructuring, informatisation), economic crisis, new economy, employment uncertainties and expectations about workforce flexibility, witnessed in the last 30 years or so, have led to the increase in mobbing occurrences. Numerous studies have clearly elaborated the causal background underpinning mobbing; these causes may be divided into: Individual ones (characteristics of the victim and the perpetrator); Organisational ones (characteristics of working environment); Situational ones. We may ask ourselves about the cause and the consequence in terms of their order of appearance: do poor occupational settings support mobbing or create such a poor working environment that goes in favour of hostile behaviour or, as opposed, is the harassment itself to be blamed for the destruction and poisoning of the working environment? The proper answer is: both. All of the aforementioned factors may be both the cause and the consequence. Based on their mobbing-related characteristics, enterprises may actually be divided into three groups: Those supporting mobbing, acting on belief that the latter represents a useful tool for gaining increase in productivity and disposing of undesirable employees; Those not supporting mobbing, but taking no action at all so as to prevent it; Healthy enterprises that proclaim business policies clearly adjudging mobbing occurrences, and establish instruments capable of providing rapid solutions to the problem and of preventing mobbing occurrences. CAUSES OF MOBBING OF ORGANISATIONAL NATURE Causes of mobbing of organisational nature (2, 3) may be divided into 4 groups: Organisational culture and climate Work organisation Leadership Working conditions By virtue of analysing only some of the reasons falling into each of these clusters, one could come up with the following mobbing causes: Strongly competitive working environment cherishing the dedication-to-career- advancement culture and having a strict hierarchic structure; Attention focused solely on the increase in economic gain, with poor account of working environment, working climate and human inter-relations. Poor inter-relations between peers (colleagues, i.e. employees performing on the same level of responsibility). Authoritative approach to supervision and management. Poor quality of relations established between workforce and leadership, inefficient leadership and poor satisfaction with the leadership. Communication issues, low morality and negative social climate. Organisational culture that tolerates mobbing or fails to recognise the problem Lack of clearly defined performance rules and codes of conduct. Underdeveloped management policy and poorly defined joint values and principles. Poor professional training and career advancement opportunities. Lack of mutual respect, especially when it comes to cultural diversities. Workforce surplus and employment uncertainties. Work overload or allocation of senseless tasks, monotonous performance, and rise in occupational stress level. Poor working conditions: noise, temperature (cold-hot environments), etc. Poorly defined roles (ambiguous, conflicting), poor chances for establishing self-control over own performance. The Fourth European Working Conditions Survey (4) (Fig. 1), reveals the highest percentage of mobbing occurrences (approximately 7.5 %) to take place in large enterprises employing over 250 workers and harbouring, beyond a shred of doubt, a great number of mobbing causes cited above.  SHAPE \* MERGEFORMAT  Fig. 1 Mobbing and the size of an enterprise (reproduced from the Fourth European Working Conditions Survey, 2005) The same Survey also reveals mobbing to be mostly (i.e. in the highest percent share) represented in health sector (Fig. 2).  SHAPE \* MERGEFORMAT Fig. 2. Mobbing and operational sectors (reproduced from the Fourth European Working Conditions Survey, 2005) Except for a high percent share of mobbing occurrences, there exists also a high percent share of threats (16.5%) and other violence forms (around 15%). MOBBING CONSEQUENCES SUFFERED BY AN ENTERPRISE: Drop in motivation, satisfaction and creativity; Diminished concentration, psychical instability, and efficiency and productivity decrease experienced both by mobbing victims and mobbing perpetrators; Unfavourable working climate, reduced cooperativeness and lame inner bonding; Psychical and physical disorders suffered by the victim; Absenteeism due to sick-leaves and layoffs; Loss of commitment to company goals (desire for revenge, thefts, material damage infliction); Costs related to hiring and training of new employees; Constant transfers of disposable workforce and constant changes in working hours; Damage to the company image; Legal costs and costs arising from compensations allocated to the victim. Psychical and physical disorders suffered by a mobbing victim Health impairments and symptoms experienced by mobbing victims may be divided into three groups (1): Changes in social-emotional equilibrium; Changes in psycho-physiological equilibrium; Behavioural changes. Ad 1) Changes in social-emotional equilibrium Mood disorders such as depression, anxiety, crying bursts, obsessive ideation (constant thinking about the reasons for concern), feeling of depersonalisation (I am not myself anymore), panic attacks when facing mundane, everyday problems, for instance whenever forced to leave the house, loss of interest for other persons (family members or friends). In some cases, following the initial response, victim gradually develops what is called the reactive anaesthesia (lack of any further response). According to the results of the British survey conducted by the Staffordshire University upon the order of the British union Unison (5), 75.6% of mobbing victims experience some health consequences, suffer from depression, and witness a drop in self-esteem. Ad 2) Changes in psycho-physiological equilibrium Those may be as follows: headaches, sleep disorders, reduced stamina accompanied by vertigo, gastrointestinal complaints, chest oppression, dyspnoea, tachycardia (i.e. rapid heart pace), cardiac complaints, skin alterations, drop in kinaesthetic sensitivity, etc. Ad 3) Behavioural changes (behavioural impairments) Aggressiveness towards others or oneself (self-inflicted wounds, suicide); Total passivity and isolation (e.g. lying in bed all day long); Nutritional impairments (e.g. anorexia and/or bulimia); Excessive alcohol consumption, heavy smoking, uncontrolled medicating on impulse; Sexual impairments (e.g. loss of sexual desire and impaired sex life). When it comes to Sweden, 10-20% of all suicides are either directly or indirectly caused by job-related issues (6). German researcher H. Ege (7) estimates that in Italy the figure in reference approximates to 13%. Noteworthy example of aggressiveness towards others is an example concerning one nurse. The desire to prove herself worthy of trust and to step out of the shadow of anonymity eventually turned that woman to a killer. In 2004, Sonya Caleffi (age 36), affiliated with the Manzoni Hospital in Lecce (Italy), was accused of killing 12 patients by injecting air into their veins, and sentenced to 20 years in prison (though it must be pointed out that air embolism was ascertained as the cause of death in only 5 out of 20 patients in reference). While explaining her actions before court, she said that she was driven by the desire to worsen the patients physical condition, creating thereby the opportunity to intervene quickly and prove herself worthy of attending physicians and other colleagues trust (namely, she felt as being just a number, one in many, not only invisible and unrecognised, but even more so constantly underestimated and attacked) (11/7/2006 di Mario Cavallanti; www.lastampa.it) Absenteeism due to sick-leaves and layoffs Rayner and Keashly (8) made an attempt to estimate the costs arising from resignations and quitting, defrayed by British companies. It turned out that 25% of harassment victims (victims of antediluvian behaviour) quit their jobs, as do 20% of those witnessing such behaviour. The average rate of mobbing occurrences in occupational settings comes to 15%. An enterprise employing 1000 workers: 150 victims (mobbing - 15%) 300 witnesses (2 per victim) Resignations: 37.5 victims (25% out of 150) 60 witnesses (20% out of 300) The cost per worker who quits his/her job: 20,000 $ 37.5+60= 97.5 x 20,000=1,950,000 Grand total: 2,000,000 $ Due to resignations and quitting of both mobbing victims and mobbing witnesses, a company employing 1000 employees suffers an average loss of up to 2,000,000 $; clearly, these sky-high figures are reason enough for encouraging employers to invest into mobbing prevention. Aside from experiencing financial losses due to both victims and witnesses quitting, the employer defrays huge costs also in the period of sick-leave taken by the mobbing victim; this period is everything but short, as illustrated by the following data: In 1998, the German DAG Union (5) published statistical data according to which: 8% of harassed workers spend less than six weeks a year on a sick-leave; 50% of harassed workers spend six weeks a year on a sick-leave; 31% spend from 1.5 to 3 months on a sick-leave; while 11% take a sick-leave longer than 3 months a year. The research carried out by the European Foundation for the Improvement of Living and Working Conditions (4) reveals that, on the grounds of mobbing: 5% of workers spend 1-5 days on a sick-leave; 15% of workers spend 6-15 days on a sick-leave; 19% of workers spend 16-30 days on a sick-leave; 20% of workers spend 31-60 days on a sick-leave; 23% of workers spend 60 days on a sick-leave, or more. Loss of commitment and loyalty to the firm The desire for revenge/score settlement/thefts, material damage infliction The immediate effect of aggressive and hostile behaviour of company leadership, capable of evoking the desire for revenge, can be well-illustrated by results of the study (8) carried out in 3 facilities operating under the wing of the same factory. 1st facility :15%-wage reduction valid for a 10-week period; announced in a pert manner, leaving no room for discussion and no opportunity to ask questions; 2nd facility: 15%-wage reduction valid for a 10-week period; announced in a polite manner, duly elaborated, all questions posed by the affected workforce duly answered; 3rd facility: no wage putdowns. The percentage of theft occurrences registered prior to this study across the facilities concerned, was 4% on the average. The percentage of theft occurrences registered in these three facilities after 10 weeks can be seen in Fig. 3.  Fig. 3 The percentage of theft occurrences in the three factory facilities Once the amount of wage got back to normal, the percentage of theft occurrences also got back to 4%. MOBBING PREVENTION Mobbing prevention may be organised on three levels, the latter being defined as follows: Primary, Secondary, and Tertiary prevention (9). Primary prevention Primary prevention aims at the prevention of novel stress- and mobbing-related cases; in line with the foregoing, all sources of stress recognised in occupational settings concerned, should be addressed first (Figure 4).  Fig. 4 Sources of stress recognised in occupational settings To the end of primary prevention, one should: Optimise working environment and working hours; Design tasks up to human measure; Support involvement into creation and sharing of professional goals; Clearly define roles and career advancement paths in terms of promotion and rewarding rationales; Activate a continuous process of bilateral information exchange (top to bottom, and vice versa); Pay a great deal of attention to workforce and working climate; Develop an effective and responsible management led by strong leadership, and establish an organisation founded on nominations and responsibility assumptions. Give importance to human resource management by virtue of an adequate vocational training and chances for career improvement. Vocational training may be divided into three parts, embracing the following: Company culture; Professionalism; Conduct and personal development. Courses should train in social skills, in terms of: - communication (verbal, non-verbal, assertiveness) - Management and leadership; - Collaboration; - Group work; -Negotiation, mediation, conflict resolution, etc. Constructive conflict Intel: The only thing worse than conflict is the lack of it. (8) Course: Constructive conflict Once a conflict of ideas starts to develop in an atmosphere of mutual respect, better and more valuable ideas come up. In case a conflict arises on a personal level, i.e. starts due to hurt feelings and in burst of anger, the effectiveness of performance and job satisfaction tend to decrease. The courses teach the attendees not only how to confront in a constructive manner, but also how to chose an appropriate timing (e.g. to postpone the confrontation until all relevant information are at hand). Primary prevention also aims at promoting business culture, respecting above all human dignity, and discouraging each and every form of psychical violence; it advocates the practice of joint definition and mutual sharing of ethic principles/values, for instance in a multinational company. These values are as follows: - Ethical conduct; - Respectful attitude towards others (reverence); - Respect and care for the clients; - Assumption of responsibilities; - Group work. I hereby name the examples of several American multinational companies (8), standing out due to their commitment to struggle against violence and aggressive behaviour. - Shona Brown, Google Vice-President: Dont be evil! - Herb Kelleher, one of co-founders of the Southwest Airlines Company: People are hired and fired for their behaviour. None of our employees should put up with harassment. -McDermott Will & Emery (Legal Practice, Chicago) Yelling at secretary or anyone else is strongly prohibited. -Apple Box Productions (Canada) We wish to be surrounded by good persons, both inside company, and out of it. Our motto: In case you are a director of a producer known to be a bastard, we refuse to do business with you. Why? Life is too short. Amen. -Mens Wearhouse (USA) We all deserve to be treated equally, so come forward and report aggressive individuals. Apart from the aforementioned, within the frame of primary prevention the following should be done: - Company should prepare and enact documents clearly stating that non-ethical behaviour and discrimination shall not be tolerated; - Mobbing-reporting procedure should be established; - Employment contracts should include clauses governing mobbing issues, as well as penalty clauses stating fines for each and every rule infringement. Fining The example given by a company operating in the Silicon Valley, USA, is quite illuminating (8). Due to his constant insults and humiliation of others, no one wanted to work with one of the companys top salesmen (Ethan), who was otherwise among the 5% of their best-performing employees. The Head of the Human Resource Management Department came up with a very efficient punishment underpinned by a threatening dismissal, which Ethan eventually decided to accept. Namely, the time spent by various experts and managers to the end of resolving the consequences of humiliation and insults exercised by Ethan, was converted into money; on the top of that, the costs of other workers resignations were summed up as well (Table 1). Table 1. Time and money spent on the resolution of conflicts provoked by Ethan (8) The time spent by Ethans boss on both Ethan and Ethan-related problems (expressed in hours) equals to 250 hours The time spent by the personnel affiliated with Human Resource equals to 50 hours The time spent by other managers equals to 15 hours The time spent by an outsourced occupational counsellor experienced in such matters equals to 10 hours The costs of employment and education of a new secretary Unforeseen costs emerging from Ethans last minute requests Anger control seminars Annual total 25,000 $ 5,000 $ 10,000 $ 5000 $ 85,000 $ 25,000 $ 5,000 $  160,000$ At the end of the year, 60% of these costs shall be deducted from Ethans annual reward. Staff selection plays a critical role in primary mobbing prevention. The example supporting this notion is the IDEO Company (8): They pick the best professionals based on their resumes, but during the course of an interview make their choices based on personal qualities of the candidates interviewed; They hire only individuals who have completed their apprenticeship; They give importance to ones references; The candidate has to talk with persons who are hierarchically superior over him/her, levelled with him/her, and subordinated to him/her This method prevents the bastards from cloning, i.e. choosing those alike. Secondary prevention Once mobbing is set in motion it can be hard to control, unless effective measures are taken without delay. The vital role is thereby played by trustworthy counsellors and mediators. A trustworthy counsellor is an insider or an outsider entrusted with the task to listen to what anyone considering himself/herself a mobbing victim has to say. Mediator Tertiary prevention Since consequences of mobbing suffered by a victim can be severe, measures tailored so as to aid the mobbing victim to restore his/her psycho-physical health and his/her ruined dignity should be taken, with the account of the following: Early diagnosis of health impact exerted by mobbing, may aid in reducing the consequences suffered on an individual, familial and social level. The important role is played by previously mentioned self-aid groups. Rehabilitation in specialised healthcare facilities can be arranged as well. Laws and regulations are extremely important. First of all, the latter have to take account of customs and local culture, and comprise: Preventive measures oriented towards mobbing occurrence diminishment; Protection of workers who stand up for self-aid in anti-mobbing struggle; Rewarding of employers who display aptitude, rightfulness and efficiency in their responses to mobbing occurrences; Adequate aid to severely affected mobbing victims, in terms of compensations for the inflicted damage and, whenever possible, re-recruitment punishment of aggressors and employers who allowed the aggressors to harass their colleagues (10). CONCLUSION We have only one life at our disposal, and a very short one! Lets do everything we can to reduce the number of persons experiencing some form of mobbing at their workplaces even in the third millennium! R E F E R E N C E S 1. Kosteli-Marti A. Mobing: Psihi ko maltretiranje na radnome mjestu. In: Kosteli-Marti A. Kako prepoznati mobing, kako se obraniti i kako ga sprije iti. Zagreb: `kolska knjiga, 2005. 2. Gilioli D. Le molestie morali sul posto di lavoro (mobing): problema attuale in medicina del lavoro.Esperienze personali. Tesi di Laurea in Medicina e Chirurgia. Milano: Universit degli Studi di Milano, 1999. 3. Hoel H, i Salin D. Organisational antecedents of workplace bullying In: Einarsen S, Hoel H, Zapf D, Cooper CL. Bullying and emotional abuse in the workplace. International perspectives in research and practice. London/New York: Taylor and Francis, 2003, 203-15. 4. European Foundation for the Improvement of Living and Working Conditions. Fourth European Working Conditions Survey. Dublin: European Foundation for the Improvement of Living and Working Conditions, 2005. 5. Gilioli A, Gilioli R. Cattivi Capi, Cattivi Colleghi. Milano: Mondadori, 2000. 6. Leymann H, Gustafsson A. How ill does one become of victimization at work? Eur J Work Organizational Psychol 1996; 5: 230-50. 7. Ege H. Tutti i numeri del Mobing. Bologna: Pitagora, 1999. 8. Sutton R. Il metodo antistronzi (come creare un ambiente di lavoro pi civile e produttivo o sopravvivere se il tuo non lo ). Roma: Elliot Edizioni s.r.l., 2007. 9. ISPESL, Agenzia europea per la sicurezza e la salute sul lavoro. Lo stress in ambiente di lavoro. Linee guida per datori di lavoro e responsabili dei servizi di prevenzione. Roma: ISPESL, 2002. 10. Yamada D. Workplace bullying and the law, towards a transnational consensus? U: Einarse, S, Hoel H, Zapf D, Cooper CL. Bullying and emotional abuse in the workplace. International perspectives in research and practice. London/New York: Taylor and Francis, 2003,.399-400. S A } E T A K Posljedice mobinga za radnu organizaciju i prevencija mobinga u radnoj organizaciji A. Kostelic Martic Mobing postoji otkad postoji ljudski rod i ~elja pojedinaca za vlaau, potreba za poni~avanjem drugih, otkad postoje osjeaji ljubomore, zavisti, mr~nje, iako su vjerojatno velika konkurencija na tr~iatu, globalizacija, organizacijske promjene (privatizacija, spajanje, restrukturiranje, informatizacija), ekonomska kriza, nova ekonomija, nesigurnost radnih mjesta i o ekivanje fleksibilnosti radnika doveli do poveanja u estalosti mobinga u zadnjih 30-ak godina. Mnoga su istra~ivanja jasno individualizirala uzroke mobinga, koje mo~emo podijeliti na: individualne (karakteristike ~rtve mobinga i zlostavlja a), organizacijske (karakteristike radne organizacije) i situacijske. Mo~emo se zapitati ato je uzrok a ato je posljedica, tj. podr~avaju li loae radne organizacije mobing ili stvaraju takvu radnu klimu koja poti e neprijateljsko ponaaanje ili pojava maltretiranja truje i uniatava radnu organizaciju? Odgovor je: svi ti uzroci, faktori mogu biti i uzrok i posljedica. U izlaganju e biti detaljno navedene karakteristike radnih organizacija u kojima se eae pojavljuje mobing, kao i sve negativne posljedice koje mobing u njima mo~e izazvati. Sve radne organizacije mo~emo zapravo podijeliti u tri skupine: 1) one radne organizacije koje podr~avaju mobing smatrajui da je to dobro sredstvo za poboljaanje produktivnosti i dobar na in rjeaavanja od nepo~eljnih radnika, 2) radne organizacije koje ne podr~avaju mobing ali ne rade ni niata na konkretnom planu da bi sprije ile pojavu mobinga u radnoj organizaciji i 3) zdrave radne organizacije koje u svojoj radnoj politici jasno osuuju pojavu mobinga i imaju instrumente za njegovo brzo rjeaavanje, ali i za prevenciju mobinga. Dio izlaganja bit e posveen upravo tim zadnje spomenutim radnim organizacijama i razli itim na inima prevencije mobinga. Klju ne rije i: mobing, prevencija, posljedice ECONOMIC (NON-)EFFICIENCY OF MOBBING WITNESSED IN OCCUPATIONAL SETTINGS Sreko Goi i Mario bogdanovi The quality of performance can not be attained in the absence of good-quality working conditions! introduction The obligation to ensure better working conditions poses not only as a request driven by humanity (or even ideals), but also as the prerequisite and the principle of modern human resource management. Contemplations of contemporary managers on working and living conditions of their labour force should be put in the context of effects and contributions this labour force is capable of providing, i.e. in the context of the companys capabilities to improve working conditions to the extent enabling their optimal contribution to the collective outputs. One of the best strategies of ensuring maximal individual and collective outputs is the assurance of high-quality labour forces living and working conditions and their constant improvement. Non-violent working climate plays a crucial role in achieving work environment improvements, and may be considered as fundamental for working life humanisation; it poses as a prerequisite for the attainment of good-quality working conditions. Within this context, mobbing can be viewed as the most serious threat to healthy working environment, i.e. as the contraindication for attaining the desired quality of working conditions. Apart from that, mobbing is an increasingly frequent phenomenon of organisational nature, as revealed by a number of studies that attempted to explain the rise in mobbing frequency by an increased market competitiveness, globalisation, frequency of organisational changes (privatisation, merge, restructuring), informatisation, economic crisis, new economy, employment uncertainties, and the rise in expectations concerning the labour force flexibility. The magnitude of the issue can be well-illustrated by the following research results: a) For the rookies who have just entered the labour market, the risk of experiencing mobbing in the next 30 years equals to 25% (1); b) The research carried out in 1993 by the Northwestern National Life Insurance Company (Namie & Namie, 1999, quotation No 2), revealed one out of four US workers to be mobbing-exposed; the figures are in line with the percent share mentioned above; c) The research completed in Great Britain by the Institute of Personnel and Development, showed one out of eight workers to be exposed to mobbing in the last five years; d) Following the analysis of numerous European surveys, undertaken in 2003, Einarsen and co-workers concluded that 1-4% of employees have some serious mobbing experiences; in 8-10% of workers these experiences are only occasional. The share of those running across some negative social attitudes in their working environments ranges from 10-20%; e) According to the research completed by Leymann (3), mobbing is experienced by 20% of employees (i.e. by every fifth working individual), while 3.5% of Swedish workforce have experienced extraordinary mobbing situations, lasting 6 to 15 months on the average; f) It is assumed that in neighbouring Italy mobbing consequences are suffered by more than 1 million workers (4); g) As regards Europe on the whole, two major surveys had been conducted by the European Foundation for the Improvement of Living and Work Conditions. The first one was published in 2000. The survey in reference (the Third European Survey on Working Conditions, Dublin, Ireland, 2000) embraced 21,500 employees operating in EU member countries, and yielded the following results: 2% of examinees were targeted by physical violence exerted by their co-workers, 2% was sexually harassed, and 9% was exposed to mobbing. The results had also revealed major differences in the frequency of mobbing occurrences across the member states. The difference in mobbing occurrences could be also noted across various operational fields. The second pivotal research done by the European Foundation for Improvement of Living and Working Conditions (5) was carried out in 2001; the results were published in 2003. This research involved 12 EU accessing countries and comprised a total of 11,000 workers, out of whom the average of 6.9% was mobbing-exposed. The percentage in reference is somewhat lower than that registered in EU member states (9%), the difference in question being attributed to cultural and awareness diversities; h) In the US, mobbing affects about 16.8 % of workers (Namie, 2000, quotation No 6), while in Europe the correspondent percentage is somewhat lower and equals to 11 % (Paoli & Merllie, 2001, quotation No 6); i) According to the domestic research carried out in Croatia (3), some form of mobbing was experienced by 15.4% to 53.4% examinees. The research in reference was carried out in urban settings (and comprised a total of 700 examinees). Job-related psychical issues were encountered in 37.7-54.8% employees. Based on the results of the aforementioned research, mobbing should be viewed as an organisational phenomenon fairly far-spread in the Republic of Croatia. Marked mobbing consequences suffered by companies are drops in productivity, product quality, companys reputation, motivation seen not only in mobbing-exposed, but also other workers, and finally in economic (business) outcomes. Namely, a worker exposed to psychical violence is less productive (so called presentism), less creative and less motivated, but more prone to absenteeism. In view of the foregoing, absenteeism-related costs (i.e. the costs that may partly be attributed to mobbing, since stressful working conditions take the blame for a significant share of absenteeism occurrences) defrayed by large German enterprises approximated to 100 Euros/day, while those of medium and small enterprises equalled to 300-400 Euros/day (7). Aside from that, the costs related to production losses emerging on the grounds of all-cause sick-leaves (also partly attributable to mobbing) imposed on European enterprises in 2004, had reached 44.2 billion Euros (7). As concerns the US, direct mobbing-induced costs are estimated at 4 billion $ (8), while annual costs defrayed by German companies employing over 1000 workers surpass 112,000 $ per company (9). Additional losses are experienced in case a victim files a lawsuit against the company. The record compensation granted for payment following a lawsuit filed in Italy, equals to 300,000 Euros (2). Classical economic approach sees the successfulness of an enterprise predominantly through its economic functions, i.e. through the maximisation of profit as compared to the investments. Of course, profit is in function of the difference between the income managed to be earned and the costs to be defrayed; therefore, the ultimate goal and the mission of each and every management is to increase the profit and cut down the costs. Labourers, i.e. human resources, are key factor to the attainment of these goals. On one hand, they are the ones yielding effects and enabling for the profit increase, and, on the other hand, their engagement imposes costs. Human resource management should strive to attain everything that contributes to the improvement of effectiveness (both on an individual and on the company level), and to eliminate everything that goes in favour of cost rises. While analysing the mobbing phenomenon within these fairly simple economic frame, the question about the possible effects of mobbing on both individual and collective efficiency comes to mind. Mobbing effects inevitably reflect themselves in significant adverse consequences of not only psychosocial, but also economic nature, in terms of drop in output quality and quantity, reduction of creativity and problem-solving skills, sabotage, workplace abandonment, suboptimal allocation of human resources, health issues whose negative impact may be measured by sick-leave and absenteeism rates, occupational injuries and accidents, occupational diseases, and behavioural issues affecting the efficiency of the organisation on the whole. Possible beneficial, however highly unethical mobbing impacts, are related to the disposal of an unwanted workforce (so called quite cleansing to the goal of ballast removal) and possible behavioural gain from raving over a scapegoat in order to reinforce own potency and strengthen the perception of mobbing perpetrators (torturers, bullys) own capabilities. More intelligent, better-performing employees that resent confrontations will be more willing to find another job than to put up with mobbing and its perpetrator in a long run. Therefore, the strategy of employing mobbing to the goal of ballast cleansing may yield effects in favour of perpetrators, provided that the company, or some of its managers, are keen to dispose of the employees whose qualities are not to their liking; possible positive effects favouring managerial interests and collective effectiveness can not be ruled out. However, in an attempt of getting rid of the ballast constituted of bold, fighting-prone workers, and workers whose chances for finding another job are actually poor, and who are therefore strongly dependent of the present one, usually ends up with bilateral damage (inflicted on both the worker and the company), so that, viewed from the economic standpoint, the justifiability of such a quiet cleansing strategy is extremely dubious and questionable. It should be admitted, though, that mobbing effects are complex in their nature, so that isolated positive effects may occur as well, in terms of obedience of other, mobbing-spared workers (the effect of coercion, i.e. the fear of experiencing mobbing on ones own skin) and reinforcement of authority and power of the torturer. Positive effects of the latter may arise within the context of an authoritative leadership, provided, of course, that the eventual increase in workers engagement has been achieved (regardless of unethical approach and fear-based governing that led to that end); this remains to be a heuristic problem, still pending and awaiting resolution from the researchers who explore possible positive mobbing effects. Nevertheless, it should be emphasised that the vast majority of researchers points out generally negative mobbing effects suffered by business entities, so that it should be concluded that possible mobbing-induced improvements bear indisputably negative ethical connotation, are of a very limited use and primarily relate to obsolete human resource management models. Namely, labourers should be viewed and treated as the companys most valuable asset; therefore, the struggle for mobbing elimination (mobbing thereby being perceived as an economic evil and the phenomenon antonymous to a positive working climate) represents the major collective task which may result in a number of benefits, divided into direct, indirect and motivational ones. 1. Direct benefits 1.1. Better use of organisational capacities (the drop in absenteeism and fluctuation rates allows for better planning and better use of the existing machinery and equipment capacities, but also of human resources); 1.2. Improved productivity (favourable working conditions enhance productivity in both qualitative and quantitative sense of meaning. This is particularly true for intellectual occupations, demanding a greater deal of knowledge and awareness); 1.3. Reduction in absenteeism rates (reduction of production-related costs); 1.4. Reduction of the number and severity of occupational accidents and occupational diseases (a significant rise in the safety level is linked to the improvement of psycho-social treatments, the major effect of the latter reflecting in the diminishment of occupational accident and occupational disease frequency rates, both of the latter otherwise being extremely expensive to treat). 2. Indirect benefits 2.1. Putdown of healthcare- and social welfare-related costs; 2.2. Prolonged working ability (postponed retirement) 3. Emotional-motivational benefits 3.1. Increase in job satisfaction; 3.2. Working atmosphere improvements and the impression of aiding to the greater good; 3.3. Improvement of inter-individual and inter-group communication; 3.4. Improvement of stress-coping skills; 3.5. Motivational increase. The improvements detailed above reflect themselves, both directly and indirectly, in an improved performance and higher quality of organisational processes, i.e. the competitiveness. On the other hand, the aforementioned (possible) favourable mobbing effects are not even close to compensating for its negative effects, in terms of losses arising both on an individual and overall, collective level. Therefore, the conclusion is very stringent: viewed from the economic standpoint, successful enterprises neither are, nor should be, mobbing-harbouring settings. In light of the foregoing, management should clearly identify an unacceptable nature of the mobbing phenomenon and the inappropriateness of its existence in their organisational frame; the best way to motivate such an attitude and support it is the economically-driven one: mobbing-induced profit-affecting damages should be perceived and internalised. AIMS AND METHODOLOGY OF THE RESEARCH Most of the mobbing-oriented studies have been conducted in EU region, as well as in the US and Australia; among other, these studies have clearly demonstrated the existence of significant differences among various countries and working categories. Therefore, it seems plausible to assume that mobbing encountered in countries undergoing the transition process, the Republic of Croatia being among them, bears its specificities. Since mobbing- and mobbing impact-oriented research carried out insofar in Croatian scientific and expert community, has not overgrown its initial stage, each and every new study is warmly welcomed. This paper is underpinned by the pilot research limited in scope, carried out in an appropriate sample of production facilities established in the North-Western region of the Republic of Croatia. The study aims at investigating the frequency of mobbing occurrences in our (i.e. Croatian) enterprises, as well as the relationship of mobbing witnessed in production facilities and the economic efficiency of the latter. In each participating enterprise, the study embraced a full-scale sample of key employees (experts and managers). The goals of the study were as follows: 1) To determine the reliability of measuring scales employed with the measurement. Since the study in reference was a preliminary, i.e. a pilot one, designed as an introductory to the study of a wider scope, one of the primary goals was to test the instruments and tools used therein with; 2) To determine the frequency of mobbing occurrences in production facilities established in North-Western part of Croatia, and to determine the statistical significance of the differences between mobbing-exposed and mobbing-unexposed labour force, based on the following parameters: gender, age, hierarchy, salary, marital status, educational background, type of employment, overall working experience and the length of affiliation with the present employer; 3) To determine the differences between the successfulness of performance offered by mobbing-exposed and mobbing-unexposed employees; 4) To determine the correlates (links) between mobbing-exposed and mobbing-unexposed employees on one hand, and collectivel efficiency on the other; 5) To determine the differences across the participating companies based on their collective efficiency and the frequency of mobbing occurrences. The study was carried out in form of a survey; the participating managerial and expert staff filled an anonymous questionnaire. Prior to the survey, each of the enrolled participants gave his/her informed consent. STUDY LAYOUT AND METRIC INSTRUMENTS Mobbing-oriented study carried out in the participating companies, utilised two basic questionnaires: 1) To the goal of mobbing metrics, items originally constituting the instrumentation utilised for the metrics of organisational setting features [i.e. organisational climate in line with the Moss questionnaire that reveals the features of the real organisational environment (10) and the questionnaire compliant to the Quinns and Rohrbaughs model of organisational analysis, also revealing the nature of the organisational climate, but primarily from the efficiency standpoint, in terms of efforts made by the company to the end of supporting the workforce, introducing innovations, and establishing rules and goals (11)] had been chosen and modified. As regards the Likert six-point scale (0 never; 1 - seldom, 2 occasionally, 3 often, 4 - commonly, 5 - always), 15 (unilaterally validated) items had been put in use, as follows: 1. The existing workforce puts every effort in discouraging a new employee and preventing him/her from feeling comfortable. 2. The leadership tends to belittle the workforce. 3. The workforce is constantly pushed to work. 4. The leadership attempts to discourage workers from making any observations. 5. While on duty, the workforce is deprived from any chance to relax a bit. 6. The leadership criticises the workforce over trifles. 7. Workers are hardly in position to seek compensation for their work. 8. Workers markedly differing from the rest of the workforce are not getting along with their colleagues very well. 9. The atmosphere in the company is sometimes pretty bad. 10. Workers often cause troubles by talking behind each others back. 11. Workers are often forced to work long hours so as to be able to complete their tasks. 12. Incoming tasks and activities are hardly predictable. 13. Workers are deprived from any task-related information. 14. Conflicts arising between the workers are left unresolved. 15. The leadership itself disobeys the rules. 2) To the goal of determining collective efficiency and the relationship between the share of mobbing-exposed and mobbing-unexposed workers, on one hand, and collective efficiency on the other, the questionnaire revealing the perceived efficiency was put in use (adopted from Domovi (12) and modified to suit the purpose clarified above). The questionnaire in reference aims at exploring a number of efficiency aspects (quantity, quality and efficiency of all-resource use, problem-solving efficiency, the manner in with changes, innovation and crisis are dealt with); therefore, this questionnaire had been used for the estimation of efficiency of in-house material and human resource management. The questionnaire in reference is constituted of 8 items; subjects are required to validate certain collective efficiency aspects using the Likert five-point school grading-like scale (e.g. 1: very poor; 2: poor; 3; average; 4: very good; 5: excellent). The following questions were asked: 1. How would you grade the quantity of products and services offered by your company? 2. How would you grade the quality of products and services offered by your company? 3. To what extent the employees affiliated with your company manage to utilise available options (human resources, financial resources, tools and means), i.e. how efficient are they? 4. How reliably can possible problems be foreseen, so as to allow for alleviation or even prevention of undesirable consequences? 5. How well are the employees informed about innovations that might impact their mode of operation? 6. In case some changes of working patterns and modalities, equipment or so forth have been introduced, how quickly are they adopted by workers and to what extent do they adapt to these changes? 7. How would you estimate the number of employees ready to adopt changes and adapt to them? 8. How would you grade the successfulness of the workforce dealing with sudden crises and obstacles hindering their work? SUBJECTS The study was carried out during August and September 2008 on a sample of six enterprises (108 subjects) established in North-Western Croatia, which, among other, host some production facilities on their premises. In line with the foregoing, this study should be viewed as pilot for two main reasons: the study sample was relatively small, and the methodology used was actually tested along the line. On the other hand, the focus put on a fairly narrow geographic region and enterprise category, offers a possibility to better perceive the characteristics of the phenomenon under consideration. The enterprises were recruited based on their cooperativeness, i.e. willingness to participate. Following an initial informed consent, operational plan was set in motion, eventually resulting in a study sample of 6 joint stock companies embracing a total of 108 experts and managers. The sample was structured as follows in the Table 1. Table 1. Subjects structure N%GenderMale3431.5%Femalei7468.5%Age (years)Up to 1900.0%19-303936.1%31-402725.0%41-502321.3%51-601917.6%EducationPrimary school43.7%Secondary school5349.1%Higher 2321.3%Highely 2825.9%Hierarchic positionExperts8175.0%Managers2725.0%Net salary per month (kn)Up to3.00043.7%3.000-5.0003936.1%5.000-7.0003027.8%7.000-9.00054.6%9.000-11.00087.4%11.000-13.00076.5%over 13.0001513.9%Type of employmentTemporary1513.9%Permanent9386.1%Marital statusMarried6459.3%Single4440.7%Overall working experience (years)Up to 143.7%1-52523.1%5-102321.3%10-202523.1%20-302422.2%30-4076.5%Present employment (years)Up to 11211.1%1-53835.2%5-101614.8%10-202321.3%20-301614.8%30-4032.8% STUDY PROTOCOL Prior to the questionnaire distribution, top management was kindly asked to grant the performance of the study in their company. Subsequent communication and implementation of the study had gone either directly through the top manager contacted at the first place or through his/her appointed representative (junior manager or a member of an expert staff). The following administration methodology had been used: a) Where applicable, a directed immediate research had been carried out by the researcher; b) At locations not logistically allowing for direct questionnaire distribution, following an initial personal contact the questionnaires were left with the company, filled by its employees and later on returned to the researchers. study outcome & discussion I) In order to determine the reliability of metric instruments and scales, the reliability of metric scales in terms of their internal consistency (Cronbach alpha) was tested first. Reliability of various scales is demonstrated in Table 1. Table 2. Reliability of metric scales used while studying the enterprises established in North-Western Croatia NAME OF THE METRIC SCALERELIABILITY OF THE SCALE (Cronbach alpha)MOBBING (unpleasant feelings and occurrences experienced while working in the company) 0.78PERCEIVED SUCCESSFULNESS (workers opinion on various aspects of companys successfulness) 0.79PERCEIVED SUCCESSFULNESS OF PHYSICAL RESOURCE MANAGEMENT (the opinion on successfulness of physical and collective resource management) 0. 70PERCEIVED SUCCESSFULNESS OF HUMAN RESOURCE MANAGEMENT (the opinion on successfulness of inner human resource management)0.75Source: study outcome. The results presented in Table 1 reveal all the metric scales to be fairly reliable as regards Cronbach alpha (internal consistency). This result is of particular importance, since it suggests the metrics employed herein to be both reliable and precise (valid) and therefore capable of providing plausible answers to the questions posed about the characteristics of the metrics target (in our case mobbing variables and perceived successfulness of companies under consideration). Table 2 displays arithmetic means and standard deviations pertaining to various items and metric scales; they were calculated within the frame of pooled data (data provided by all participating companies) processing. The first glimpse at the results might leave one under the false impression that the companies under consideration are free of any negative impacts, since the mobbing ranking was fairly low (M=2.10); therefore, one could misjudge that the studied companies are either mobbing-free or have a virtually undetectable rate of mobbing occurrences. The exceptions are represented by not more than three items given in bold, ranked higher than 2.5 ("The workforce is constantly pushed to work, M=2.81; Workers are forced to work long hours so as to be able to complete their tasks, M=2.76; and Conflicts arising between the employees are left unresolved, M=2.5), and could be explained by work overload and absence of conflicts within the studied sample, not necessarily suggesting an obvious and undisputable presence of mobbing in companies under investigation. Table 3. Arithmetic means and standard deviations pertaining to various metric items and scales, relative of the study of enterprises established in North-Western Croatia NAMES OF ITEMS AND SCALESARITHMETIC MEAN OF THE ITEM AND SCALE (M)STANDARD DEVIATION OF THE ITEM AND SCALE (SD)The existing workforce puts every effort in discouraging a new employee and preventing him/her from feeling comfortable. 2.031.19 2. The leadership tends to belittle the workforce. 1.691.133. The workforce is constantly pushed to work.2.811.264. The leadership attempts to discourage workers from making any observations.1.541.285. While on duty, the workforce is deprived from any chance to relax a bit.1.991.266. The leadership criticises the workforce over trifles.2.201.277. Workers are hardly in position to seek compensation for their work.1.941.658. Workers markedly differing from the rest of the workforce are not getting along with their colleagues very well.2.191.299. The atmosphere in the company is sometimes pretty bad.1.781.1910. Workers often cause troubles by talking behind each others back.2.151.2911. Workers are often forced to work long hours so as to be able to complete their tasks.2.761.0912. Incoming tasks and activities are hardly predictable.2.060.9913. Workers are deprived from any task-related information.1.961.0214. Conflicts arising between the workers are left unresolved. 2.501.3015. The leadership itself disobeys the rules.1.881.26MOBBING OVERALL 2.100.60PERCEIVED OVERALL SUCCESSFULNESS OF THE JOINT STOCK COMPANIES UNDER CONSIDERATION3.570.47Perceived successfulness of material resource management 3.760.46Perceived successfulness of human resource management 3.380.62Source: study outcome. Note: Values indicative of mobbing presence are displayed in bold (rank >2.5, i.e. often). However, mobbing as a phenomenon does not reflect on the collective, but rather on an individual level. It would be truly alarming if the impression of mobbing-related abuse would be perceived as overwhelming by the entire study population. Therefore, the results pertaining to the subjects whose total mobbing variable score exceeds 3 (i.e. OFTEN), were excluded from the sample. By virtue of such an exclusion, the number of mobbing-exposed workers was set at 12 (11.11%), making our results comparable to those obtained by other studies, for instance those carried out in EU member states. The results in question are presented in Table 3. Table 4. Mobbing-exposed workers, classified as such based on the results pertaining to the variables studied Subjects N= 12/108Mobbing (M)Perceived overall successfulness (M)Perceived successfulness of physical resource management (M)Perceived successfulness of human resource management (M)1st3.002.252.252.255th3.203.133.253.0045th3.073.254.002.5062nd3.402.633.501.7568th3.073.002.753.2570th3.533.003.003.0087th3.003.884.003.7589th3.203.633.503.7592nd3.003.003.003.0096th3.273.003.502.5097th3.003.653.753.50103rd3.003.003.502.50Total (M)3.153.123.282.97Source: study outcome. II) Based on the data displayed above, mobbing-exposed workers, classified as such due to the results scored on a 15-item mobbing-ranking scale (>3) had been chosen. The difference between the results obtained in mobbing-exposed versus mobbing-unexposed arm, tested positive for its significance (t=3.66; p<0.01). Furthermore, it can be seen that mobbing-exposed workers had made lower estimates of their companys successfulness as compared to labour force on the whole (comparison of Tables 3 and 2; M=3.12 vs M=3.57); this goes also for the successfulness of physical resource (M=3.28 vs M=3.76) and human resource management (M=2.97 vs M=3.38). This might lead to the conclusion that economic efficiency of the company under investigation, perceived by mobbing-exposed employees, is statistically significantly lower. Of course, in order to come up with an evidence-based and solid conclusion, the face validity was tested as well, yielding statistically significant differences between mobbing-exposed and mobbing-unexposed arm, relative of: a) Perceived overall successfulness (t=3.77; p<0.01); b) Perceived successfulness of human resource management (t=3.13; p<0.01); c) Perceived successfulness of physical resource management (t=2.87; p<0.05). These results corroborated the assumptions about the adverse economic impact of mobbing, as perceived by mobbing-exposed workers, since the latter had made statistically significantly lower estimates of their companys successfulness. Though objective collective and economic efficiency of the studied enterprises were neither investigated nor determined within this particular frame, it is reasonable to assume the collective efficiency of mobbing-complaining workers to be lower, i.e. in line with their perception of the companys successfulness. Therefore, it can also be implied that companies hosting a greater share of employees perceiving its efficiency as low, shall prove truly less effective (even if assessed impartially). Following the division of subjects into those particularly mobbing-exposed (N=12) and those unexposed (N=94), the significance of differences pertaining to various parameters (gender, age, marital status, educational background, type of employment, overall working experience and duration of present employment, hierarchic position held and salary amount) had been tested. As the result, the following statistically insignificant differences (p>0.05) had been established: - Gender-based differences among mobbing-exposed and mobbing-unexposed arm did not prove statistically significant (t= 0.74; p= 0.48); - Age-based differences did not prove statistically significant (t= 0.67; p= 0.54); - Marital status-based differences (married vs single) did not prove statistically significant (t= -0.16; p=0.88); - Educational background-based differences did not prove statistically significant (t=1.54; p= 0.15, i.e.>0.05), though the mobbing-exposed arm embraced a somewhat higher number of less educated employees (high school graduates or less). - Type of employment-based differences (temporary vs permanent employment) did not prove statistically significant (t=2.06; p=0.062); despite of the fact that the mobbing-exposed arm embraced a slightly higher number of temporary employees, the level of statistical significance (p<0.1) failed to be reached. - Overall working experience-based differences did not prove statistically significant (t= 0.74; p= 0.47); - Present employment duration-based differences did not prove statistically significant (t= 0.17; p= 0.081); despite of the fact that the mobbing-exposed arm embraced more freshmen, the level of statistical significance (p<0.1) failed to be reached. Regardless of their statistical insignificance, should the results displayed above be viewed as indicative, they might lead to the conclusion that the study outcome is in line with the expected and the most common phenomena, i.e. that this study, as well, managed to prove that (both formally and informally) lower-ranked employees are more often and more intensely mobbing-exposed. True, statistically significant differences between the exposed and the unexposed arm had been found only with two parameters quoted below: Salary amount (F=4.15; p<0.05), in terms of a more intense impression mobbing exposure met across the less-paid workforce. In other words, low salary and mobbing impact proved mutually related. Table 4 reveals the highest number of mobbing-exposed employees to fall in the wage category of 3,000-5,000 Croatian Kuna (N=9); the number of mobbing-exposed employees to be found in the moderately-paid cluster (5,000-7,000 Croatian Kuna) is lower (N=2), while only one employee (N=1) paid between 9,000-11,000 Croatian Kuna, complained about mobbing. The difference is striking even at the first glimpse: over 75% employees feeling mobbing-exposed are paid less than 5,000 Croatian Kuna a month, while their number in the overall sample equals to 39 (81%); among those not feeling mobbing-exposed, only 35.42% receive a monthly salary of less than 5,000 Croatian Kuna. Table 5. Salary-based frequency of mobbing occurrences SalaryTotal 0123456 recode- mob .0044.17%3031.25%2829.17%1515.63%44.17%88.33%76.25%96100%1.0000.00%975.00%216.67%00.00%18.33%00.00%00.00%12100%Total43.70%3936.11%3027.78%1513.89%54.63%87.41%76.48%108100%Source: study outcome Note: Net-salaries had been divided into the following clusters: 0: 3,000 Croatian Kuna; 1:3,000-5,000 Croatian Kuna; 2: 5,000-7,000 Croatian Kuna; 3: 7,000-9,000 Croatian Kuna; 4: 9,000-11,000 Croatian Kuna; 5: 11,000-13,000 Croatian Kuna, and 6: more than 13,000 Croatian Kuna a month. - Hierarchic position held (t=2.65; p<0.05) in terms of a more intense feeling of mobbing exposure among less-ranked workforce, i.e. expert workers. This is apparent from the Table 5, since none of those workers falls into managerial, but rather (N=12) into expert staff category. Table 6. Hierarchic position-based frequency of mobbing occurrences Hierarchy Total01Recodemob.006971.88%2728.22%96100%1.0012 100%0 0%12100%Total8175.00%2725.00%108100%Source: study outcome. Note: Workers are categorised into two categories: 0: expert staff; 1: all-level managerial staff. Based on the results displayed above, and having regard to the fact that significant gender-, age-, marital status-, educational background-, type of employment (temporary vs permanent)-, and overall working experience & present employment-based differences between the mobbing-exposed and mobbing-unexposed arm failed to be found, it can be concluded that the outcome of our study supports and corroborates that of the Leymann study (1), boiling down to the fact that each and every working and hierarchical category is mobbing-prone. To somewhat extent, the exceptions are made by managers and better-paid employees (especially those receiving a net salary of more than 11,000 Croatian Kuna a month). The results of the study appear to be completely understandable and easy to explain, hence these characteristics are best reflecting the positions of power; mobbing, on the other hand, is virtually unanimously directed towards the weaker, the feature indicative of the well-recognised vertical type A mobbing (a.k.a. bossing). Nevertheless, bearing in mind the direction of mobbing actions, i.e. the perpetrating figure, the former conclusion should not necessarily be true; the mobbing phenomenon is specific in its essence, since victims can sometimes be even in rank (i.e. top managers and well-paid employees can be victimised by their peers), or one can come across a case of a senior manager being abused by subordinates, or across cases of well-paid employees being abused by those less paid (2,13). In order to determine the difference in collective successfulness perception between mobbing-exposed and mobbing-unexposed workers, the differences in their perception of collective successfulness and efficiency had been tested for statistical significance. The results are shown in Table 6. The very first glimpse at the results reveals the arithmetic means describing the perception of collective efficiency offered by mobbing-exposed employees to be lower than the means describing the perception of mobbing-unexposed workers. The perception of overall collective efficiency offered by mobbing-exposed and mobbing-unexposed employees, equals to M=3.11 and M=3.62, respectively; the successfulness of material resource management, perceived by mobbing-exposed and mobbing-unexposed personnel, equals to M=3.33 and M= 3.82, respectively, while the major difference can be seen in the perception of successfulness of human resource management (M=2.90 in the mobbing-exposed vs 3.43 in the mobbing-unexposed arm). Table 7. Arithmetic means (M), standard deviations (SD), and the significance of differences in perception of companys successfulness, encountered between the mobbing-exposed and the mobbing-unexposed arm Mobbing-exposed (N=12)Mobbing-unexposed (N=94)Significance of the inter-arm differencePERCEIVED COMPANYS SUCCESSFULNESSM=3.11 s=0.44M=3.62 s=0.44t=3.77 p<0.01Perceived successfulness of the material resource managementM=3.33 s=0.51M=3.82 s=0.43t=3.13 p<0.01Perceived successfulness of the human resource managementM=2.90 s=0.51M=3.43 s=0.43t=3.43 p<0.01Source: study outcome. Legend: M=arithmetic mean; s=standard deviation. The apparent differences in the perception of overall and partial companys successfulness (the latter referring to the successfulness of material and human resource management), offered by mobbing-exposed and mobbing-unexposed workforce, were all proven to be statistically significant (p<0.01). The outcome supports the hypothesis that mobbing-exposed workforce offers a poorer performance and less success. Indeed, one may also explore the option that its lower ranking within the company drives this workforce to a more profound negative perception of what is otherwise equivalent. However, regardless of their origin, the existence of these more profound negative perceptions and attitudes leads to the conclusion that the workforce in question shall definitely be less motivated, less work-consumed and less efficient in their performance. Table 8. Relationship between mobbing occurrences encountered in enterprises established in North-Western Croatia and the perception of collective efficiency Mobbing (r)PERCEIVED COMPANYS SUCCESSFULNESS- 0. 57*Perceived successfulness of the material resource management- 0.47*Perceived successfulness of the human resource management- 0.50*Source: study outcome Note: (*) each and every correlation displayed above is significant if reaching p<0.01 significance level. Table 7 reveals the correlation between the variables descriptive of mobbing and those descriptive of the perceived successfulness of the company, the latter variable being expressed as an overall successfulness and the successfulness of material and human resource management. This correlation is moderately negative, but statistically significant though. This should be taken as proof that mobbing occurrences are highly undesirable when it comes to the collective efficiency and economic success of the company on the whole; the lower mobbing variable results, the better (if these variables are non-existent, that would be for the best, but this is merely an ideal scenario). The comparison of mobbing-related results obtained in the production facilities established in North-Western Croatia, yielded the frequencies illustrated by the graph displayed in Fig. 1. Fig. 1 Mobbing-related results obtained in participating enterprises  SHAPE \* MERGEFORMAT  Source: study outcome. Note: The Figure displays arithmetic means (bold horizontal lines) and ranges expanding within 1st and 3rd standard deviation. The results displayed by the participating enterprises are as follows: 1: M=2.12, s=0.33; 2: M=1.68, s=0.21; 3: M=1.64; s=0.18; 4: M=1.77; s=0.10; 5: M=2.01, s=0.27; 6: M=2.23, s=0.17. Of interest is also the notion that the enterprises described by the highest arithmetic means are also the ones hosting the highest number of mobbing-exposed employees (enterprises 1 and 6). This should be viewed as an additional confirmation of the validity of instruments employed within the study framework. As regards mobbing-related differences among the production facilities under investigation, the presence of mobbing occurrences had been disclosed in two out of six participating enterprises (i.e. 33%). Mobbing-hosting enterprises scored as follows: M=2.22; s=0.045, while those mobbing-free presented with M=1.75; s=0.60. When tested for significance, those mobbing-related differences between the enterprises proved significant (F=4.71; p<0.05). The comparison between mobbing-harbouring and mobbing-free enterprises (based on the score of > 3, i.e. often), yielded the results displayed in Table 9. Table 9. Analysis of the significance of differences between mobbing-harbouring and mobbing-free enterprises, emerging in the perception of companys successfulness Mobbing-harbouring companies (N=2)Mobbing-free companies (N=4)The significance of the differencePERCEIVED COMPANYS SUCCESSFULNESSM=3.52 s=0.44M=3.62 s=0.47t=1.75 p=0.086Perceived successfulness of the material resource managementM=3.73 s=0.50M=3.84 s=0.30t=1.24 p=0.22Perceived successfulness of the human resource managementM=3.31 s=0.59M=3.55 s=0.68t=1.82 p=0.071Source: study outcome. Legend: M= arithmetic mean; s=standard deviation. Despite negative correlation between mobbing occurrences and the successfulness of the company under investigation, pointing towards a poorer performance and poorer results of mobbing-harbouring companies, the lesser successfulness addressed above did not prove itself statistically significant, at least not in our study sample, even though the results hit the foreseen direction, and some of them almost reached statistically significant level of p=0.05. Table 7 reveals the following: a) A less significant difference between mobbing-harbouring and mobbing-free enterprises respective of the perceived overall successfulness (p=0.086; i.e. 0.10>p>0.05); b) An insignificant difference between mobbing-harbouring and mobbing-free enterprises respective of the perceived successfulness in physical resource management (p=0.22; i.e. p>0.05); c) A less significant difference between mobbing-harbouring and mobbing-free enterprises respective of the perceived successfulness in human resource management (p=0.071; i.e. 0.10>p>0.05). The differences in perception of overall collective efficiency and the successfulness of human resource management almost attained statistically significant level, so that the conclusion about the mobbing occurrences being truly negatively correlated with the perceived company successfulness is in order, in particular when it comes to the above variables and regardless of the fact that the pre-set level of statistical significance (p<0.05) failed to be explicitly attained. This suggests that, even though mobbing occurrences could not be unanimously correlated with economic efficiency of the investigated company, the direction hit by the inter-relation addressed above meets the expectations; the strength of the correlation in reference, however, is somewhat weaker than expected based on the results offered by other mobbing-exploring researchers. It should be repeatedly pointed out that this study was no more than a pilot, so that no spectacular results were to be expected. Hence, this study revealed poorer collective and economic efficiency of mobbing-exposed workforce, but not of their employing companies. In addition to the limited research scope, the reasons for such, to some extent contradictory results, should be sought in the variable capable of masking non-efficiency of mobbing-harbouring companies (there exists the possibility that other, mobbing-unexposed workers, are more efficient and therefore capable of compensating for the lack of efficiency of their mobbing-exposed counterparts). Of course, one should not lose sight of the results revealing a relatively small share of mobbing-exposed workers holding the lowest-ranked positions, who are (both in absolute and relative terms) incapable of affecting the companys level of performance. Though only vaguely indicated, such a result would inevitably represent an interesting collective phenomenon and call for further research. This study was a pilot in its nature, so that a more profound insight into the problem and wider application of the study results definitely call for a research carried out on a bigger sample of both enterprises and subjects, and the enrolment (or exclusion of the impact) of other variables otherwise capable of affecting the perception of successfulness of companys operations. CONCLUSIONS I) Metric scales employed in the metrics performed herein were revealed to be satisfactory, as confirmed by the following data: mobbing-grading scale, =0.78; perceived collective efficiency-grading scale, =0.79; the scale measuring the perceived successfulness of material resource management, =0.70; the scale measuring the perceived successfulness of human resource management, =0.75. By that means, the metrics was confirmed to be fairly reliable (valid), so that the continuation of this research is deemed meaningful. 2) The frequency of mobbing occurrences in productive facilities established in North-Western Croatia, equal to 11.11% or N=12 (in absolute numbers), had been determined; such an outcome is in line with the results obtained by similar studies performed worldwide. Statistically significant differences between the mobbing-exposed and the mobbing-unexposed arm had been determined in the following parameters: hierarchic position (t=2.15; p<0.05) in terms of the absence of mobbing in managerial staff, and salary (t=3.15; p<0.05) in terms of the absence of mobbing in better-paid clusters (net salary of >11,000 Croatian Kuna). Gender-, age-, marital status-, educational background-, type of employment (temporary vs permanent)-, overall working experience and length of present employment-based differences did not prove statistically significant (p>0.05). 3) Statistically significant differences in the perceived successfulness of the employing company, reported by mobbing-exposed and mobbing-unexposed workers, were revealed, all of them reaching p<0.01 level of significance. To be more precise, statistically significant differences in the perception of overall and partial (material and human resource-managing) successfulness of the company, encountered between mobbing-exposed and mobbing-unexposed workers had been seen (p unanimously being <0.01). The result in reference strongly supports the hypothesis that mobbing-exposed workforce perceives the company as less successful, i.e. that this workforce offers a poorer performance; these notions are in line with the results of the previous mobbing research. 4) Correlates (links) between the mobbing-descriptive and the perceived collective efficiency-descriptive variables had been determined, all of them being negative and significant at p<0.01 level. In light of the foregoing, the correlation between mobbing and overall successfulness (r= -0.57), mobbing and the successfulness of the material resource management (r= -0.47), and mobbing and the successfulness of the human resource management (r= -0.50) had been found, corroborating the presumed negative correlation between mobbing occurrences and economic efficiency. The correlation addressed above leads to the conclusion that mobbing represents a counterproductive phenomenon, hindering the successfulness of the productive facilities under this investigation. 5) Differences in the perceived successfulness of mobbing-harbouring and mobbing-free companies had been established as well. As oppose to expectations, significant differences between mobbing-hosting and mobbing-free companies respective of the perceived overall successfulness failed to be found; the same goes for the components of that successfulness (addressing the material and human resource management), regardless of the fact that certain results were that close to significant (p=0.05). Despite of the fact that this study failed to prove mobbing-free enterprises to be superior over mobbing-hosting ones, this results points in that direction and meets the expectations; the strength of the correlation, though, is somewhat weaker than expected based on the results of the previous mobbing research. Having regard to the study outcome, it can be finally concluded that this limited and preliminary research managed to give certain interesting hints about the presence, characteristics and effects of mobbing in Croatian enterprises. The outcome of this study lies in concordance with the results of similar studies carried out in other countries, but also indicates the need and purposefulness of further, larger-scale investigations. R E F E R E N C E S Leymann H. The content and development of mobbing at work. Eur J Work Organizational Psychol 1996; 5: 165-84. Kosteli-Marti A. Psihi ko maltretiranje na radnom mjestu: (kako prepoznati mobing, kako se obraniti i kako ga sprije iti), Zagreb: `kolska knjiga, 2005.. Koi E, Filakovi P, Mu~ini L, Matek M, Vondra ek S. Mobbing. Rad I sigurnost, 2003;7:1-19. Ege H. (2000.) Mobbing: Just what is psychological terror in the workplace? www.cesil.com/0300/mobbing03.htm (23.6. 2008.) 5. www.eurofoun.eu.int Rijavec M. Na ini rukovoenja koji pogoduju mobbingu. Prvi hrvatski interdisciplinarni simpozij  Mobbing , Opatija, plenarno predavanje, 2005. Bieneck HJ, ed. The Economic Efficiency of Health and Safety at Work. Dortmund: Federal Dortmund: Institute for Occupational Safety and Health, 2006. Chappell D, Di Martino V. Violence at Work. Asian-Pacific Newsletter on Occupational Health and Safety,1999; 6 (1). Neuman JL. Injustice, Stress and Bullying can be expensive, Paper presented at the Labor Day meeting, Oakland, California, 2000. Moos RH. Work Enviroment Scale manual, 2nd ed. Palo Alto, CA: Consulting Psychologists Press, 1986. Quinn RE, Rohrbaugh J. A spatial model of effectiveness criteria: Towards a competing values approach to organizational analysis. Management Science 1983; 29: 363-77. Domovi V. Odnos izmeu akolskog ozra ja i u inkovitosti akole (disertacija). Zagreb: Filozofski fakultet, 2000. Boakovi G. Mobbing-psihosocijalni aspekti, In: Mobbing. Rijeka: Druatvo psihologa Primorsko-goranske ~upanije, 2006, 37-58. S A } E T A K EKONOMSKA (NE)U INKOVITOST MOBINGA U PODUZEIMA S. Goi i M. Bogdanovi Klju na to ka interesa nove ekonomije i novih zanimanja je poboljaanje radnih uvjeta ato prvenstveno uklju uje suo avanje sa stresom i mobingom i strateaku usmjerenost na cjelo~ivotno u enje. Svrha toga je humanizacija radnog ~ivota, poveanje zaposlenosti i poboljaanje u inkovitosti odnosno osiguranje konkurentnosti poduzea i industrija. Budui da se teme stresa i mobinga sve eae povezuju s ekonomskom neu inkovitoau, naro ito u poslovima gdje dominira intelektualna i kreativna komponenta (ato je sve prisutnija poslovna datost), moderne ekonomije sve veu pozornost usmjeruju na edukaciju i prevenciju tih organizacijskih fenomena. U ovom se radu razmatra problem mobinga s organizacijsko-ekonomskog motriata. Mobing se kao organizacijska pojava psihosocijalne naravi s ekonomskim posljedicama ve~e za sustave upravljanja ljudima temeljenima na osjeaju straha. Organizacijski strah tada kao facilitator stresa poti e humane obrambene mehanizme koji se o ituju u fenomenu mobinga kao svojevrsne adaptacije na stresni traumatski ambijent organizacija. To je najprije zapa~eno kod istra~ivanja bihevioralne ekologije (etologije) kada pojedinci (zbog do~ivljaja ugro~enosti) pokazuju otpor prema potencijalno opasnom konkurentu, na na in da ga se nastoji neutralizirati i/ili ukloniti Kao odlu ujui imbenik u nastanku i odr~avanju mobinga ukazuje se organizacijska klima i kultura i s njome povezan mened~ment. U organizacijama gdje egzistira i gdje se odr~ava mobing, rije  je o loaoj organizaciji i loaem mened~mentu, jer su njegovi u inci ne samo psihosocijalno ve i uglavnom ekonomski nepovoljni za organizaciju (smanjenje kvalitete i kvantitete u inka, smanjenje kreativnosti i sposobnosti rjeaavanja problema, sabota~a, napuatanje radnih mjesta, suboptimalna alokacija ljudskih resursa, zdravstveni problemi ija je negativna manifestacija mjerljiva putem apsentizma, povreda i nezgoda na radu, profesionalnih bolesti, bihevioralnih problema koji ometaju organizacijsku u inkovitost itd.). Eventualni povoljni, ali neeti ki u inci mobinga ve~u se uz smanjivanje broja radne snage (tzv.  tihog iaenja organizacije od  balasta ) i eventualne bihevioralne koristi od i~ivljavanja na  ~rtvenom jarcu zbog ja anja potentnosti i percepcije vlastite sposobnosti zaposlenika zlostavlja a. Bolesti koje kao uzrok ili facilitator imaju mobing ukazuju na njegove negativne ekonomske u inke, budui da smanjuju profitabilnost tvrtki. Ljude treba do~ivljavati i tretirati kao investiciju, stoga je borba za eliminaciju mobinga (kao ekonomskog  zla i antonimnog fenomena pozitivnoj radnoj klimi) bitan organizacijski zadatak koji mo~e dati brojne korisne u inke: a) direktne (bolje koriatenje organizacijskih kapaciteta, smanjivanje rizi nih faktora pobola, smanjivanje nesrea i profesionalnih bolesti, smanjivanje apsentizma); b) indirektne (smanjivanje troakova zdravstvene i socijalne skrbi, poveanje ukupne produktivnosti i kvalitete, produ~enje radne sposobnosti); c) konativno-razvojne (poboljaanje motivacije, poboljaanje zadovoljstva poslom, poboljaanje radne atmosfere i osjeaja ope dobrobiti, poboljaanje komunikacija pojedinaca i grupa, poboljaanje vjeatina suo avanja sa stresom). Spomenuta poboljaanja direktno se i indirektno reflektiraju na poboljaane performanse i kvalitetu organizacijskih procesa, dakle konkurentnost. Zaklju ak je stoga neumitan - mobingu s ekonomskog glediata nema i ne treba biti mjesta u uspjeanim tvrtkama. Stoga mened~ment treba jasno pokazivati neprihvatljivost mobinga u svom organizacijskom okoliau, za ato je najbolji motivacijski argument i potkrepljiva  onaj ekonomski, tj. spoznaja i internalizacija atetnosti mobinga za organizaciju i njezin profit. Klju ne rije i: mobing, stres, tvrtke, ekonomska u inkovitost MOBBING AND GENDER INEQUITY MACA JOGAN MOBBING AS AN EVERYDAY PHENOMENON After the first use of the term mobbing for the special form of the working place violence by Heinz Leymann (1984), the visibility of this social fact has been increased and it is more and more the object of research and social managing, in some countries already the field of legal regulation too. In spite of the prevalent focus of research interest on the work organization (and its culture) and the consequences of mobbing for the individual victims the positioning of this mode of violence into the whole societal environment seems to be needed for its better understanding. This is reasonable particularly because of the recognition that also mobbing is (at least partially) gendered phenomenon. According to the findings of the Fourth European Working Conditions Survey (1) realized on 30 thousand workers in 2005, women are namely in majority of European countries more frequently exposed to mobbing; in only 6 out of 31 investigated countries they are less exposed to mobbing in comparison to men. Women are more subject to bullying and harassment (6%) than men (4%) and younger women are at greatest risk - 8% of those under 30 years old. An important variable is also sector of employment because of asymmetric gender inclusion. So the workers in the feminized branches (education, health and social work, hotels and restaurants) experience mobbing more frequently than average. There are obvious also the differences between public and private sector. Overall, 6% of public sector workers report having experienced bullying or harassment compared to 4% of those working in the private sector. Public sector workers are more than twice as likely to have been subjected to threats of violence or actual violence as those in the private sector. One reason for this situation may be the peculiarities of the job of the public sector workers which involves dealing directly at least three quarters of the time with non-colleagues (e.g. clients, students, patients) compared to just 38% of private sector workers. Some other research results show that also forms and consequences of mobbing and other modes of violence and stress are gender different. For example, there are gender differences in the amount of exposure to work and family stress that are linked to marital status. Unmarried mothers report more parental strain than do unmarried fathers, but married mothers and fathers do not seem to differ in their exposure to stressors (Duxbury & Higgins,cit. in 2). However, married men and women react differently to work-family stressors such that the psychological distress associated with work stress may be higher for married working women (3). Furthermore if it is taken into account the recognition that the holders of the superior positions mainly men - are the most important agents of mobbing managing in work organizations, the direction of the cognitive interest to the gender inequality is justified. Namely the behaviour patterns and the organizational culture dont exist in a vacuum but, they are determined by the social and cultural context that is also not gender neutral. An additional incentive for the directing of the mobbing explanation to the wider social circumstances seems to be the newest knowledge regarding the institutional endeavours to diminish mobbing performances in some (particularly Scandinavian) countries during the last two decades, but according to the evaluators - the results are not adequate to the expectations. The aim of this contribution is to direct the cognitive attention to the complex social structure and to try to articulate at least a partial (sociological) answer on the question why in mobbing some gender differences occur and how is this feature connected with gender inequality in society. CULTURAL LEGACY: ANDROCENTRIC SOCIAL ORDER AND MISOGYNY One of the common characteristics of all contemporary societies in Europe and throughout the world is a more or less noticeable gender inequality. Considering the prevailing androcentric cultural orientation we are dealing with discrimination against women, which has been wholly institutionally guarded and strengthened throughout the centuries. The elimination of gender discrimination and the establishment of equal opportunities for women and men in personal growth and versatile activities are a very complicated and longterm process, determined by a number of interlinked factors in different areas and at different levels. For the better comprehension of the present position of women at workplace it seems to be necessary the representation of the reproduction traditional androcentric social order. The essential feature of this order has been the gender division of labour and of personal identities based on the reason/emotion split. Supported by the complex spiritual sources and the harmonised institutional activities this basic split has been reproduced and used for the preservation of the natural social order by centuries. (Fig.1.) Fig. 1.The reproduction of the androcentric social order  SHAPE \* MERGEFORMAT  Source: Maca Jogan (2001). Seksizem v vsakdanjem ~ivljenju. Ljubljana: FDV, 2. Source: Jogan, Maca (2001). Seksizem v vsakdanjem ~ivljenju (Sexism in Every Day Life) Ljubljana: Fakulteta za dru~bene vede, p. 2. The rational sphere has been assigned as a rule to male part and the emotional one to the female part of human kind. These two spheres have been complementary connected in the hierarchical way and irreversible regarding the gender position; the sphere of woman's activity has been regularly subordinate. Androcentrism is rooted within the hierarchical gender division of labour in all life spheres and it includes devaluation of nature, woman, private, emotional, etc. As B. Marshall points out (4), it is clear that gender divisions are integral to the social division of labour in general, they are not feudal relics but they continuously re/create both public and private. Male produced definitions of world and social order have been functioning according to the constant needs of justification and reproduction of integral gender hierarchy. Women and their activities in private field have been considered as less valuable, dirty, everyday, earthly bounded, but simultaneously stressed and fetishized as highly useful for the existence of the whole society. The necessary usefulness of women for the broader entities (family, state, nation) has served as an argument for the justification of womens subordination and exclusion from socially relevant public activities. The space of womans liberty has been vain or very narrow and primarily limited on her natural role. On the contrary, the male activities in public sphere have been designated as important, and socially recognised as more valuable than private. As a key value, this gender division of labour has been the core of whole institutional regulation and by individual members internalised through the strictly sex different and opposite social roles defining the proper moral virtues, behaviour and activities of man and woman. Regarding the actual theoretical debates it should be stressed that gender hierarchy has always been inseparably connected with class hierarchy (sometimes also with other social hierarchies - e.g. in regard to race, religion, etc.). Considering this linkage also means, that women and men in general (alongside various characteristics) should not be conceived as homogeneous social categories but as internally differentiated by social status (5). Considering the prevailing historic practice, the relation between gender and class hierarchy can be shown in two key points of reference (Fig.2): the society (public sphere) and the family (private sphere). Fig. 2. Relation between gender and class hierarchy: the society (public sphere) and the family (private sphere).  Without contemplating the details of the class definition, we consider as key factor of the status differences the disposing of various resources which are important and necessary for the existence of individuals and groups and which constitute the basis for the authority and domination. According to the civilization stage and special cultural patterns these resources are e. g. property of people, of raw materials, means of production, means of mass consciousness creating, information, etc. What does this scheme show? Regarding both levels of the disposing, the accumulation of the positive privileged positions in men of dominant strata is obvious (in field A), but contrary to this position is the accumulation of negative deprived positions in women of lower strata (in field D), where is the majority of the womens population (producers of people). As power (and authority) is concentrated in field A, power deprivation and subordination are accumulated in field D. Because the people exposed to the integral deprivation could be trouble-maker and dangerous for the whole social order, the authority holders (re)construct various means and procedures for the acceptance of this state as meaningful to the deprived and subjected (women). In this constant need for the rational managing and the creating of meaningfulness of such an order at deprived and marginalized women are rooted various (spiritual) instruments of legitimization from myths, religions to (male-dominated and male-biased) science. In fields B and C different kinds of partial softened deprivation are recognizable. In field B the high social status enables to women the mitigation of the feminine general deprivation regarding the public sphere and their partial withdrawal from the natural role in the family, from the mother-and-housewife only role. The deprivation of women by gender dimension in this field is compensated by privileged position of men (their breadwinners). In this partial deprivation the roots of the different womens emancipation directions can be searched for. In field C the mens social deprivation is softened by gender privileges the authority above women, particularly in the family (private sphere). Mans/fathers authority in family compensates his deprived position in society (public sphere) and enriches him with power privileges. The subjected man in public sphere (at workplace, in decision-making procedures, etc.), the servant outside the family is master in his family and the authority in this arena; but this is very important, because he is its basic holder in the total authority chain (man/father-king-god). The realization of this hegemonic mans role makes possible the relatively undisturbed activity of the whole social organism. In this very role the roots of domestic violence can be searched, and in the total androcentric order the answer to the question why (domestic) violence has been tolerated so long time. But it should be pointed out, that beside the existence of differences, some common characteristics - which actually affect the homogenisation of gender and class categories - have existed and have in no way been incidental. Considering e.g. the participation of whole category of men (per se) in the social power, alongside the distribution of authority from the top (state) to the lowest level (family - his family in legislation, etc.) we can see: independently of social class adherence each man has had some opportunity to rule, to master, to control the subordinated (if not men and women, then at least his own woman). This characteristic has not only been the issue of an individual choice, but has been institutionally totally supported. Or, as argues M. Messner (6), class inequality distributes patriarchal (androcentric) privileges unequally among men, but all privileges are institutionally supported. For present situation J. Evetts (7) similarly states, that in career achievements and in promotion success men have more cultural and ideological support. On the other hand, the whole category of women (per se) has been - till the newest time - excluded from the valuable public sphere in all fields (from the politics to the production of knowledge). Similar to the consequences of class differentiation at men, the class inequality has unequally distributed androcentric disadvantages among women, but independently of the class position the subordinated deprived status of the total sex/gender category (including the least disadvantaged women of the highest social positions) has been institutionally supported and extremely strictly controlled. The whole category has been shaped as the other, second class, dependent of men and supporting them (as measure), and this notion has been permeating all spheres of everyday practice. STUBBORNNESS OF ANDROCENTRISM AND GENDER INEQUALITY AT THE WORKPLACE During the 20th century the decomposition of lasting androcentric (patriarchal) order has been mostly going on according to the addition principle for women and not for men. Simply expressed, this means: women can accept and perform various (also highly professional) roles in public sphere, but they have to keep in mind their natural role being mother and housewife. This principle has been pushed on the latent stratum of the everyday culture because of a manifestly and officially declared politics of gender equality. But this does in no way mean that it is not more acting. On the contrary, it is acting through stereotypes, glass ceilings/walls, mazes, chilly climate, and other invisible mechanisms of discrimination against women. For men, the addition principle is not attractive and its use is at the lowest possible grade if the use of it is not specially supported by the means of social pressure (e.g. legal obligation of sharing of the maternity/parental leave). But research results suggest that multiple roles are actually associated with positive psychological effects on peoples well-being and that the ill effects may be the result of peoples adherence to traditional expectations about their roles (Barnet & Hyde, 2001, cit. in 2). The inclination of men to the traditional role and the slow acceptance of the redistributive principle regarding the participation in all existentially needed work (working and caring) is visible by various signs also at the gender relationship in working environment. This is connected with mass womans entering the paid work especially in the second part of the 20th century and consequently (regarding the tradition) with the existence of the work-life conflict, or with the issue of the reconciliation of professional and private life. In fact, flexibility and family is a major challenge facing workers at the dawn of the 21st century, gaining increased attention in light of increasing participation of women in the workforce and the resulting norm of dual-career couples. (8) On the intersection of flexibility (as an imperative of the work organization in present time) and family (as a necessary by its function in the making of people) root a lot of sources for the tensions, conflicts, etc. that can contribute to the stress and mobbing. One of the reason for such circumstances is the concept that employing organization and family (personal) life are mutually incompatible, which is deeply embedded into the organizational culture. According to this culture, men are pressured to live up to expectations associated with traditional gender roles by devoting more of their time and energy to paid employment and by internalizing the masculine culture of the workplace. The result is a combination of high workload, high demand, fear of low performance, worries about lack of recognition and advancement and less involvement in the family aspects of their lives Although the experience of occupational stress for men is related to their role in the power structure, a major component of women's work stress is associated with the conflict between job requirements and family relationships. (Vagg, Spielberg, & Wasala, 2002, cit. in 2) Traditional gender expectations contribute also to the fact that women are more frequently exposed to other modes of violence, including tokenism (which negates competence when achieving a promotion), sexual harassment, and lower evaluations on the basis of family status and childrearing responsibilities. According to the investigations results, the reactions to the stress are gender different, e.g. wives are more depressed than husbands by parental and marital strains (Pearlin, 1975; Pearlin & Lieberman, 1979, cit. in 2); men are more likely than are women to allow work conflict to spill over into the family domain (Duxbury & Higgins, 1991 cit. in 2), whereas women are more likely to allow family role demands to affect their work role (Pleck, 1981, Voydanoff, 1988, cit. in 2). Whereas high work involvement may cause women anxiety and guilt regarding their performance in traditional family roles, high family involvement may cause men to be perceived by their co-workers and superiors as less committed to their jobs, thus creating work-family conflict for men (Duxbury & Higgins, 1991, cit. in 2). Taking into account the long tradition of the sexist social order, the stubbornness of androcentrism and its ubiquity in contemporary societies surely can not be a surprise. At the beginning of the 21st century this type of androcentric order is only partially decomposed (9,10) owing particularly to the women's organized endeavours for the abolition of the discrimination against women. However, the influence that the public/private distinction has exercised historically in setting up distinct roles and expectations for men and women remains influential even as the distinction between public and private begins to be unmasked. Consistent with the myth of separate spheres, work/life conflict and the need to juggle career and life demands is often narrowly considered as a woman's issue (8). Considering the fact that actual (or expected) motherhood presents one of the most influential factors of womens worse position at work, respecting the assumption that the majority of women wish to have children and to be economically independent, and taking into account the necessity of use of total female potentials, the endeavours should be oriented towards the circumstances for the women's simultaneous disburdening of the family (care work) duties and for the changes of the organizational culture (demasculinization). The creation and accomplishment of the special measures for family-burdened women workers only though this are very important initial means of the abolition of hidden discrimination - can be seen as a temporary solution, because these measures remain inside the basic reproduction of the one-dimensionality of the traditional androcentric order and contribute to the preservation of the status quo. The measures of work-life reconciliation, focused exclusively on women workers (work-life balance as she) are namely founded on the model of generic worker as he. So it is not surprising that, when men take on more family responsibilities they experience the same strains as women. This very practice can be understood as an indicator of the devaluation of care work at all (in spite of its essential feature as a necessary precondition for the paid work). As the key means of the gradual decomposition of this order can serve gender mainstreaming in its radical meaning (10). The women-unfriendly order can be decomposed according to the principle, that special measures related to the work-life reconciliation should serve both men and women if they perform paid-work and care-work roles. This means that equal evaluation and awarding of prestige to paid- and to care-work should be the basis for the organization of the whole society. In the long term, this strategy can lead to the eliminating of the stereotypical connection of existentially needed bio-reproductive work with women and also to the abolishing of the womans issue. At the beginning of the 21st century we are namely witnessing with the increased demand to speak about the mans question; this means, how to change mans traditional (one-dimensional) role to the multiple (multi-dimensional) one. The long-range gender equality orientation demands namely the co-ordinated reconstruction of the organization of society on all levels and in all fields, including the individual personalitys level. It is not possible without the essential reconstruction of male identity (masculinity) and men's social role. This means that masculinity should be interwoven with active direct fatherhood and the social role enriched by the expectation of men's necessary inclusion into care work. The gender redistribution of the personal characteristics and of the abolition of the traditional division of labour seems to be one of the factors that can contribute also to the diminishing of various forms of violence at workplace. R E F E R E N C E S 1. Eurofound. Fourth European Working Conditions Survey. Dublin: European Foundation for the Improvement of Living and Working Conditions, 2007, 36-9. 2. Desmarais S, Alksnis Ch. Gender Issues. U: Barling J, Kellowey EK, Frone MR, ur. Handbook of Work Stress. Thousand Oaks, London, New Delhi: Sage Publications, 2005, 468, 469, 466. 3.Cooper CL, Sloan SJ, William S. Occupational Stress Indicator Management Guide. Windsor: NFER-Nelson, 1988. 4.Marshall BL. Engendering Modernity. Cambridge: Polity Press, 1994. 5. Jogan M. Sociological theoretical heritage and the construction of women's social reality.U: Lange J, ED. Emerging Sociology. Averbury: Aldershot, Brookfield USA, Hong Kong, Singapore, Sydney, 1992, 126.6. Messner M. Politics of Masculinities. Thousand Oaks, London, New Delhi: Sage Publications, 1977. 7. Evetts J. Gender and Career in Science and Ingeneering. London: Taylor & Francis Ltd., 1996. 8. Kirbi et al. Work/Life Conflict. iN: Oetzel JG, Ting-Toomey S. The SAGE Handbook of Conflict Communication: Integrating Theory, Research and Practice. Thousand Oaks, London, New Delhi: Sage Publications, 2006, 327-57. 9. Jogan M. Erozija androcentrizma v vsakdanji kulturi. TiP 1994; 31: 647-54. 10. Jogan M. The Decomposition of Sexism in the Second Part of the 20th Century in Slovenia. In Saurer E, Lanzinger M, Frysak E, ED. Womens Movements. Networks and Debates in Post-communist Countries in the 19th and 20th Centurie. Kln, Weimar, Wien:Bhlau Verlag, 2006:197-211. 11. Rees T. Equality: The organizational benefits. iN: Evengard B, ur. Women in white. Stockholm: Stockholm County Council, 2004, 37-67. S A } E T A K MOBING I NEJEDNAKOST SPOLOVA M. Jogan Prema nalazima Europske studije o radnim uvjetima iz 2007. u veini europskih zemalja ~ene su eae izlo~ene mobingu; u samo 6 od 31 prou avane zemlje rjee su izlo~ene mobingu od muakaraca. Neki su drugi istra~iva ki rezultati pokazali da se i oblici i posljedice mobinga razlikuju prema spolu. Nadalje, ako se uzme u obzir injenica da su osobe na vodeim polo~ajima najva~niji uzro nici mobinga u radnim organizacijama, opravdan je spoznajni interes prema nejednakosti spolova. Naime, obrasci ponaaanja i organizacijska kultura ne postoje u zrakopraznom prostoru ve su odreeni socijalnim u kulturalnim kontekstom koji nije neutralan s obzirom na spol. Dodatni poticaj za usmjeravanje tuma enja mobinga prema airim socijalnim okolnostima ini se da je najnovije saznanje s obzirom na institucijska nastojanja smanjivanja mobinga u nekim (posebno skandinavskim) zemljama tijekom zadnjih dva desetljea; rezultati nisu u skladu s o ekivanjima. U svom e se izlaganju autorica (kao sociolog) usmjeriti na neke klju ne elemente socijalne strukture (s makrorazine na mikrorazinu) koji doprinose reprodukciji seksizma (androcentrizam) i nejednakosti spolova. Ulazak mase ~ena u javnu sferu (posebice u sektor uslu~ivanja u drugoj polovici 20. stoljea) dogaa se u druatvenim uvjetima u kojima se totalna seksisti ka druatvena organizacija rada i androcentri ki sustavi svakidaanjeg ~ivota polako razilaze. Polo~aj se ~ena kao druatvene manjine ne mo~e sagledati kao rezultat slobodnog izbora ~ena ili njihove prirodne specifi nosti, ve u prvom redu kao posljedica androcentri kog socijalnog reda. Tu druatvenu realnost treba uzeti integralno u obzir pri tuma enju loaijeg polo~aja ~ena s obzirom na mobing u radnoj organizaciji u suvremenim socijalnim uvjetima. Nejednakost spolova i (prikrivena) diskriminacija ~ena je prete~ita druatvena injenica airom svijeta i svojstvena je globalizacijskim procesima. Klju ne rije i: nejednakost spolova, mobing THE ROLE OF PHYSICIAN IN DIAGNOSTICS AND TREATMENT OF MOBBING CONSEQUENCES ANTE GILI and LADA GILI INTRODUCTION The term  mobbing was first proposed by the Swedish scientist Heinz Leymann, who was the first scientist actually taking interest in the issue back in 80-ties (1). The term has emerged as a form of the English words mob = crowd, horde, multitude, mass, throng, gang; to mob = to encroach, to perform a pack attack; mobbing = work abuse, employee abuse (2). Ethologist Konrad Lorenz described a pattern of animal behaviour typical of certain species, characterised by joint efforts of the pack members directed against one of them, the latter then being attacked and exiled from the animal community, and sometimes even pushed to death (3). In English-speaking countries the term bullying is also frequently in use, referring mostly to the similar form of violence encountered in schools (schoolyard bullying). Mobbing refers to the specific pattern of professional behaviour characterised by the presence of a person or a group who/which constantly psychically harasse/harasses (emotionally rape) and humiliates/humiliate another person to the end of compromising his/her reputation, integrity and human dignity to the point of removal from his/her workplace. The abused person is incapable of defending himself/herself, or deprived from that possibility. These mobbing-related activities take place at least once a week for 6 months at the minimum. Within this context, vertical and horizontal mobbing can be distinguished. Vertical mobbing represents a form of violence exerted by a superior on a subordinate, either a sole one, or one at the time, until the whole group is virtually destroyed (bossing); alternatively, one may run across a case of a superior being harassed by a group of workers (the latter being seen in 5% of all mobbing cases). Horizontal mobbing takes place among peers, i.e. equally-ranked employees. In summary, mobbing can be defined as a form of social interaction in the line of which one (rarely more than one) person gets attacked, i.e. emotionally harassed by one or more persons on almost an everyday basis for the period of several months. Mobbing reflects the tendency of co-workers, subordinates or superiors to get rid of an employee by virtue of rumours, threats, humiliation, abuse, and isolation. In most cases, mobbing assumes a form of malicious, irrational, asexual, overall harassment (2). MOBBING CAUSAL BACKGROUND Mobbing stems from the conflict triggered by a change in the working environment appointment of a new director, boss, and ownership. Leymann points out that the only battlefield still remaining in the modern world, on which people may kill each other without fear of being brought before justice, is a working place (4). The specificities of prerequisites for mobbing occurrences witnessed in the Republic of Croatia In the last 15 years or so, Croatian economic structure has witnessed major changes; first of all privatisation, implemented our way during the Homeland War when the vast majority of citizens could not take any substantial part in it. A small pack of the privileged ones, capable of getting their hands on easy money (through managerial credits, politically governed banks, and allegedly also through a substantial money laundry), became owners of a number of companies almost overnight, thereby often lacking even the basic knowledge on company structure, labour organisation, and market positioning. This stage was followed by Croatian attempts to access EU, accompanied by the consecutive restructuring of numerous companies, as well as by an octroyed, newly-adopted legislative, inevitable marketing growth, reinforcement of commercial chains leading to the parallel downfall of small shops, company downsizing, or merges, as well as to non-transparent business transactions; all of the aforementioned has created a number of issues and launched adverse processes featured by numerous disturbances in relationships established between the ownership and the managerial staff (company leadership), leadership and employees, as well as among employees. The company owner/ownership is expected to duly organise business operations, make adequate use of human resources, and survive out in the open market. All of this creates numerous tensions, often resulting in conflicts. Apart from their adverse consequences, the tensions in reference may as well bear some positive connotations, since the owner/ownership is put in position to select both the workforce and the developmental path, and eventually contribute to better organisation, increased labour efficiency and safer survival and progress on the market. As mentioned before, under our domestic circumstances, a number of owners were incapable of dealing with their roles. In such companies, run by incompetent owners (their incompetence being most commonly defined by  three I  incompetence, ignorance, and inconscientiousness; in Croatian original:  three N , standing for Croatian words  nestru nost, neznanje & nesavjesnost ), the owner and the management act as  big bosses, take unsubstantiated decisions and disrespect hierarchic values, all of the aforementioned resulting in frequent conflicts and confrontations favouring harassment. On the grounds of opposed or supposedly opposed standpoints and attitudes, an initial conflict grows into a true war between the opposing sides (represented by the superior and a subordinate, for instance). Why does mobbing occur? How come a healthier form of conflict a war in its true sense of meaning fails to develop? Possible reasons are as follows: The victim is too afraid to fight back and defend himself/herself; In its initial stage, mobbing does not differ from other forms of confrontations and abuse; Mobbing is ignored (the victimised person is insecure; when he/she confides in those close to him/her, they refuse to believe him/her, ask questions that reflect their suspicion on potential aggravation, or even more so, their accusations that the victim is the one to be blamed for all the trouble). Who are the abusers? Abusers are most commonly impersonated by individuals suffering from a personality disorder, but striving to gain power; they are incapable of loving, enjoying, playing, being creative, giving and sharing. They easily recruit the weak ones, afraid of becoming victims themselves, who then equalize with the aggressor and take his/her side (the most illustrative examples are given in the famous movies The incident and Who killed Liberty Valance, both offering a scenario of a wimp terrorising his neighbourhood whenever the mighty abuser is present on site). Mobbing covers for their weaknesses in some other domain of their lives (private lives, marital lives, or family lives); they surround themselves with a group of followers in which they display their power and significance on the account of victim. Deep down inside, they are well-aware of their inferiority (There exists a proverb: Tell the incompetent how incompetent he/she really is, and you will soon find out what he/she is actually capable of!), and use harassment as the means for ensuring or attempted ensuring of their dominance, or as the means for eliminating anyone standing on their path towards the presumed success. They often harass people out of fear; they are afraid of being belittled or turning into a victim themselves. One Dalmatian bank has witnessed a triple change in its ownership structure; each of the newly-installed owners strived to establish a new organisational structure. Unfortunately, the restructuring in reference was exercised in an extremely brutal manner: the owners decided on the workforce surplus (in terms of absolute numbers) and left the employees to downsize the workforce at their own discretion. Conflicts on each and every level have arisen: between the former management and the employees looking for promotion to that level, as well as among employees. Each and every opposing party tried hard to ruin the reputation of the adversaries, so as to be able to provide for own survival. Some abusers harass people in order to harm another person or force him/her to quit his/her job. In cases of a workforce surplus, the management finds its ways to dispose of workers (by means of transfer to location distant from the place of residence, thereby not covering for transportation costs, for example) (2). In numerous cases, the onset of mobbing is virtually inadvertent (starting with practical jokes, rude and vulgar in their nature and offensive for the victim); the abusers dont know any different. In hard times some companies are going through, the scapegoat is chosen to cover for the in-house issues and tensions, later serving as the means for proving the superiority of the remaining staff. There exist five mobbing developmental stages: Unresolved conflicts among co-workers result in disturbed human relations. The original conflict is easily forgotten, while the remaining aggressive tendencies are directed towards the chosen one. Suppressed aggression grows into a psychical terror. The swirl of intrigues, humiliations, threats, psychical abuse and torture deprives the victim from his/her professional and human dignity, and makes him/her feel less worthy; the victim strongly believes that his/her professional reputation has been ruined, and that he/she has lost all support and the right to object. The tagged one becomes the usual suspect, a punching bag blamed for all oversights and difficulties arising within the company. Along the line of the victims struggle for survival, he/she develops the burn-out syndrome, a psychosomatic or a depressive disorder (and may consult a physician at this point). After the years of terror, the victims start to suffer from chronic diseases and disorders, quit their jobs, or make suicidal attempts (2). Mobbing victims develop neurotic reactions, depressions, psychosomatic reactions and the burn-out syndrome. The term burn-out syndrome was first proposed by Freudenberger (5), and manifests itself in form of: - Emotional exhaustion; - Dehumanised relationships with others; - Feeling of incompetence. Possible physical symptoms of burn-out syndrome are insomnia, energy loss, hypertension, digestive complaints, lack of appetite, peptic ulcer, migraine, nausea, hormone misbalance, muscle tension. Possible psychical signs are irritability, cynicism, failure negation, loss of the sense of humour, indifference, lack of interest, indecisiveness, dissatisfaction, impatience, low self-esteem, anxiety, feeling of frailty, feelings of guilt, forgetfulness, negativistic attitude, distorted validation system, etc. (4). Our study case reports of mobbing patients treated in a psychiatric outpatient clinic S. M., born 1961, a merchant by profession, married, two kids. Seven years ago, following the change of the company owner, she started having workplace-related issues and sensed that the new owner would like to get rid of her. After some time he admitted so himself straightforward. This statement was followed by harassment, shift changes, and regular criticism. Year after year she was going to work feeling uncomfortable and tensed, in fear of what to expect next. Finally, she could not take it any more: daily frustrations became so overwhelming. Three years ago she first exhibited skin alterations in terms of an urtical rash affecting the upper trunk (spreading in the waist-up direction) and the face. She visited a dermatologist and was subjected to a thorough workup; nevertheless, an undisputable reason for her problems failed to be found. Based on her claim that the owner had threatened to fire her soon on the grounds of having a technological surplus, a psychiatrist was consulted as well. On the occasion of the first visit, the patient provided a lively and detailed report on her history and the timeline of her poor emotional state. She also described the fluctuating nature of her urtical rash, but was unable to see the reason for it. While talking about her frustrations, her emotions evoked in a vivid manner- one got the impression that the rash progressed in its size and became more intense in its red colour. She was treated inward Dermatological Department for three times; on each occasion, a psychiatrist was consulted as well. Working diagnoses were F 54 and l 50; in addition to the preparations prescribed by dermatologist (Telfast & Letizen), an antidepressant and an anxiety-relieving agent were introduced, while the patient was provided with psychotherapeutic support. Owing to the therapy mentioned above, the skin rash regressed in a rapid manner, and the patient managed to get insight into her behaviour and symptoms, and eventually dug the energy to face her problems. Unfortunately, she was ultimately fired, but is able to cope with her illness much better and easier than she used to; as of now, she does not panic when the symptoms intensify. She visits both dermatologist and psychiatrist on a regular basis, while the two of them consensually decide on therapeutic approach to be applied. U. T., born 1954, a school accountant by profession. Following the merge of three schools, she was entrusted with the book-keeping for all of them. She gradually become exhausted, run behind schedule, and could not afford to go on holidays or take a day off. The headmaster summoned her every now and then; she worked long hours or in her spare time. Her husband works in the school, too; he is now a member of the governing party. The headmaster has held his position for more than 30 years in a row, always knowing where the wind lies. He finally summoned her to say that she can either get the job done or quit. She was astonished by such behaviour, and suspected that the headmasters attitude might be partly driven by his relationship with her husband. The school secretary also started to treat her in an arrogant manner. She was administered Tianeptin and about a month and a half later, her condition substantially improved. The relationships in the school are the same but, in part also due to psychotherapeutic support, the patient has regained self-confidence so that this kind of behaviour does not get to her any more. M. J., born 1964, an administrative lawyer by profession. The patient refers to a psychiatrist due to insomnia, tension and anxiety. She experiences frequent tachycardia episodes, but despite of ECG and Holter evaluation, the causal background failed to be revealed. The attending GP prescribed an antidepressant falling into the SSRI class of drugs, but a few months later her condition remained unchanged, so that she was advised to see a psychiatrist. On the occasion of a psychiatric visit, the patient repeatedly reported somatic symptoms; when asked about her family life, she described it as harmonic. She mentioned that things at work had been a bit tensed lately, since her husband filed a lawsuit against her employing company, challenging the ownership of a certain piece of land. Even two months later, her symptoms were still persistent. Two days after the announcement of the sentence of the first degree court in favour of her husband, she was offered a new employment contract stipulating new conditions that were much less in her favour. She was offended and unable to concentrate on any activity whatsoever; she couldnt even get herself to see a TV movie to its very end. She used to wake up in the middle of the night more than once and often felt tired and sleepy in the morning. The finding dated April 19th, 2004 reads as follows: Dg: F 41.2. The patient is a bit calmer; tachycardia episodes are somewhat less frequent. While at home, the offensive feelings are a bit deprived, but the minute she thinks about her work and the relationship with her superior, she starts feeling bad. She is under the impression that her whole family is involved in her problem and feels sorry for her. Her sleeping pattern oscillates; she often wakes up at night in a sweat, and realises that she had a bad dream. Her ability to focus on any job was markedly diminished. She was forced to take a leave of absence, but after her return she discovered that she is deprived from any task whatsoever. Her former tasks and duties were assigned to her colleague. The patient gradually developed migraine headaches accompanied by nausea and the urge to vomit. She constantly felt trapped and had trouble sleeping. She went to work on a regular basis, but had nothing to do there, so that she felt bad. She was under the impression that her family is fed up with her problems, and out of patience. A month later the company adopted a new set of rules, i.e. the ordinance on workplace systematisation, pursuant to which her workplace was virtually erased, together with the accompanying tasks. She filed a lawsuit on the grounds of unjust and illegal cancellation of her post, in particular in light of the fact that the tasks she was entrusted with did not cease to exist, but were reassigned to other colleagues. While awaiting the trial, she noticed that the secretary, who had always been nice to her, started to treat her in an arrogant manner. The trial was repeatedly postponed; she was of the opinion that her director had something to do with it; her status remained undefined. She was kept on spare; in response to her request for the leave of absence, she was granted some time off. She had hard times finding her place in the novel company environment, was unable to focus and became overwhelmed with the imposed ruminating thoughts. After a year and a half of such a treatment experienced in her occupational settings, she could not take it any more and decided to quit. As of now, she works with her husband, slowly comes to terms, and is a bit calmer; nevertheless, she is constantly wondering is she really needed in her husbands company or was this need a bit stretched. She regrets not being put in good use and appreciated by her former employer, and feels that her professional capacities are not exploited to the full, but hopes that she will get used to the new situation and gradually come to terms. C. B., born 1949, an economist by profession, with a multiyear experience gained by running a number of successful companies. In the early stage of the transition period, the company he was employed with was bought over by a reputable businessman stemming from Zagreb. Soon after the company was bought over, the new owner announced that his vision of company management differs from the patients. The patient was offered a poorly-defined job in the headquarters of a big company in Zagreb. Having no other options (and bearing in mind the times of crisis and uncertainties present in a number of companies), the patient accepted the offer, but discovered very soon that it was given only pro forma and in hope of rejection due to the need for changing the place of residence and the pertaining family issues, etc. Given the situation at the labour market, the patient kept this poorly-defined post, and was assigned various tasks, mainly in terms of operational analyses, but soon discovered that no one actually needed these analyses not took them into consideration. Following the completion of several meaningless and unnecessary tasks of this kind, he made a casual remark in the presence of another employee, criticising one of the owners business transactions unrelated to his line of work. At 2 pm on the very same day, he was delivered an order on termination of his post, accompanied by the instructions as to how to apply to the Employment Institute. DISCUSSION Working environments harbouring abusive activities, unanimously suffer countless damages in their productivity, successfulness, morality, organisational culture, working atmosphere, workforce satisfaction and financial gains; due to these reasons, the prosperity of such companies and their ability to cope with their market competitors is rendered impossible. Such an outcome reflects the fact that workers start to pay less attention to collective success, and focus on conflicts and the development of various survival strategies. Mobbing adversely impacts health and life, quality of work, production and service rendering, productivity and profitability, and, in addition to numerous social and psychological consequences, strongly enhances economic losses suffered by community (6-8). The first case report contained herein with, reveals the case of psychosomatic disorder development subsequent to ownership change. The second case report elaborates the issues emerging on the grounds of reorganisation and increase in span of business operations, accompanied by the lack of empathy and understanding of the superior. The patient has developed a depressive reaction, but manages to prevail with the aid of psychopharmacs and psychotherapeutic support. The third case report reveals both vertical and horizontal mobbing phenomena linked to a case of a fairly common lawsuit, the resolution of which could not be awaited and resolved by impatient and narcissistic superior forces; instead, they decided to resort to mobbing. The fourth case report offers an example of a male victim having a mind of his own and a reputable resume in response to which the boss decided to display his power and the untouchable status in business decision-making by resorting to mobbing and offering a distant job location and humiliating tasks, as well as by neglecting the results of these tasks up to the final point of post cancellation and notice of dismissal, enforced in sign of a protest. The consequences of pathological mobbing practice may be catastrophic and deleterious not only for the targeted individual, his/her health and family, but also for the entire social system; they reflect in each and every domain of the victims life (9). The examples are countless, horizontal mobbing exercised in the bank starring in one of our case reports being among those most severe. Following the downsizing announcements made by new owners, who thereby neglected to mention the rationales and the criteria they intend to apply with this downsizing and firing, the occupational settings in reference turned into a battlefield hosting a ruthless battle in which everyone was viewed with an evil eye; a significant number of employees affiliated with this business entity sought the wisdom of psychiatrist at some point. Mobbing is far more frequent than perceived by the general public. The study of Koi and co-workers revealed that 15.4% - 53.4 % out of 700 urban subjects recognise the presence of mobbing in their environment. The feeling of psychical exhaustion is attributed to mobbing by 37.754.8% subjects, while 30.5-79.4% believes that mobbing is to be blamed for the feeling of physical exhaustion (10). Due to psychical or physical complaints, mobbing victims seek medical help at some point, so that a physician is often in position to disclose the problem and offer help in terms of psychopharmacs or psychotherapeutic support, or support in general; nevertheless, this is hardly enough, and often too late, so that the consequences suffered by the targeted individual remain to be substantial. CONCLUSIONS Mobbing is a problem encountered in modern society which, under the circumstances of global and market competition, has been recognised as a novel form of human rights infringement, capable of causing psychical and physical symptoms often recognised by a physician, but also by a psychiatrist. Due to his/her educational background, a physician is capable of identifying causes of symptoms and complaints reported by a mobbing victim, and of offering help, but only to a certain extent. Namely, the scope of this help is often limited and/or is this help sought too late, when a more permanent damage has already been inflicted, in terms of the burn-out syndrome development, development of deeply-rooted psychosomatic disorders, or transition of certain symptoms into a chronic condition. The solutions should be sought elsewhere, while mobbing should be prevented using other methods and means. A wider action oriented towards warning, informing, and researching, should be launched. The society on the whole should also involve into a wider action aiming at recognition and containment of this new plague. Legal and judicial practice should be in service of the mobbing victim protection, too. R E F E R E N C E S Leymann H. The Mobbing Encyclopaedia. Bullying. Information about Psycho terror in the Workplace.1992.http:/www.leymann.se/(pristupljeno 12. rujna 2008) Klai B. Rje nik stranih rije i. Zagreb: Nakladni zavod Matice hrvatske, 1983. Konrad L. On Aggression (Harvest Book, Hb 291) 1974., prijevod Deutscher Taschenbuck Verlag GmbH, Munchen, 1966. Leymann H. Zapf D, guest editor. Mobbing and victimization at work. Eur J Work Organ Psychol 1996; 5: 2. Freudenberger HJ. Staff burn-out. J Soc Issues 1974; 30: 159. Leymann H. Mobbing and psychological terror at workplaces. Violence Vict 1990; 5:119-26. Darling JR. Effective conflict management: use of the behavioural style model. Leadersh organ Develop J 2001; 22: 230-42. Leymann H, Gustafsson A. Mobbing at work and the development of post-traumatic stress disorders. Eur J Work Organ Psychol 1996; 5: 251-75. Figley CR. Compassion fatigue: psychotherapists chronic lack of self care. J Clin Psychol 2002; 58: 1433-41. Koi E i sur. Mobing. Rad sigur 2003, 7: 1-20. S A } E T A K LIJE NIK U DIJAGNOSTICI I TERAPIJI POSLJEDICA MOBINGA A. Gili i L Gili Mobing je specifi ni oblik ponaaanja na poslu kojim jedna osoba (ili skupina osoba) sistematski psiholoaki zlostavlja ili poni~ava drugu osobu u nastojanju da ugrozi njegov/njen ugled, ast, ljudsko dostojanstvo i integritet sve do uklanjanja te osobe iz posla. Zlostavljana osoba je bespomona i ne mo~e se braniti. Mobing izrasta iz sukoba koji je potaknut nekom velikom promjenom u radnoj okolini (imenovanje novog mened~era, aefa ili promjena vlasnika). Od vlasnika se o ekuje da razvije kvalitetnu radnu organizaciju, da adekvatno rabi ljudske resurse i da pre~ivi na tr~iatu. U stanjima promjene vlasnika  proces prili no est u Hrvatskoj zadnjih 15 godina  mnogi se vlasnici nisu u stanju nositi s tom kompleksnom ulogom. U stanjima pravila agresivnog pohlepnog kapitalizma mnogi su skloni mobingu. Zlostavlja i su osobe slabijih sposobnosti, ali ~eljni moi. Oni lako steknu tvrtku od drugih slabih osoba koji se boje da sami ne postanu ~rtve pa se identificiraju s agresorom i stave se na njegovu/njenu stranu. Duboko u sebi osjeaju inferiornost i zlostavljajui nekog drugog osiguravaju se ili nastoje osigurati dominantni polo~aj za same sebe ili se rjeaavaju osobe koja im je na putu pretpostavljenog uspjeha. }rtve mobinga razvijaju neuroti ke reakcije, depresiju, psihosomatske reakcije i tra~e medicinsku pomo. Autori prikazuju slu ajeve triju bolesnika da ilustriraju prirodu i uzroke mobinga. Klju ne rije i: mobing, radna okolina, uloga lije nika pri postavljanju dijagnoze MOBBING AND FORENSIC PSYCHIATRY SANJA RADELJAK, TIJA }ARKOVI-PALIJAN, MARINA KOVA  and DRA}EN KOVA EVI Moral harassment (or mobing) is one of the most rapidly emerging workplace violence complaints, affecting around twelve million workers in the EU annually. In 1993, Sweden was the first EU country to enact legislation against moral harassment with its Ordinance on Victimization at Work. Through the Social Modernization Law in 2002, France added both civil and criminal provisions condemning moral harassment. In 2002 Frances Social Modernization Law (Loi de modernisation sociale) accomplished this task with the introduction of Articles L. 12249 through L. 12254 to the Labor Code and Article 222332 to the Penal Code 102. The French Labor Code now provides that no employee shall suffer repeated acts of moral harassment, which have the purpose or effect of causing a deterioration in working conditions by impairing the employees rights and dignity, affecting the employees physical or mental health, or compromising the employees professional future (1). This note explores the Swedish and French laws and the psychological theories by Heinz Leymann (2,3,4) and Marie-France Hirigoyen, respectively, that preceded them (5). Moral harassmenttranslated from the French harclement moral and also known as mobing (in Sweden, Germany, Italy, and elsewhere), victimization (in Sweden), workplace bullying (in the United States and the United Kingdom), and psychological terror or harassmentis a non-status based form of workplace harassment recognized by the laws of several European Union (EU) countries and one of the most rapidly emerging workplace violence complaints (1). Psychological violence at work (mobing, workplace bullying, harassment) is currently described as a situation in which the person has been the victim of negative work environment created by single or several individuals working together which results in offences, discriminations and isolation of mobing victim (Namie G and Namie R, 2003, Westhues K, 2002). Work and "victim" are far more overlapping than antagonistic realities, determining the impact of two types of aggressive types of behavior (physical and psychological). The example are employees in the banks, gas stations and post offices which are exposed to moral harassment at work and armed attacks within bank or gas stations (armed robbery). Physical violence at work is still underestimated in Croatia in Europe and in the other parts of the world. Extensive Swedish study published in 1990 by Leymann describes that 3.5% of the Swedish workforce had been victims of significant mobing (4). Studies from various other European countries have estimated prevalence of mobing at 4% to 15% of the total work force and have shown that all age group could be affected. Furthermore, depression and posttraumatic stress disorder (PTSD) among mobing victims is more common in patients that are less then forty years old and that both genders are equally affected (8,9). Leymann estimated that 15% of suicides in Sweeden could be directly attributed to workplace mobing (2,4). This theory was supported recently by group of authors which reported increased suicide risk among mobing victims (9). Mobing syndrome, as recently described by Hillard, has at least ten factors such as: assaults on dignity, credibility, integrity and competence in mobing victim, negative abusive communication toward victim, it is occurring in continual systematic fashion, it is perpetrated by more than one staff members, its portraying the victim as being fault, it is committed with the intent to force person out of work and its represented as removal of the victim being his own choice (10). The review article of Hatch-Maillette and Scalora (11)explains violence and risk assessment related to staff in psychiatric and forensic work environments. The authors are pointing out that research on psychiatric staff have been typically focused only on number of assaults by patients and has never been addressed how staff may impact their perceptions of personal safety and judgments of risk from patients. Moreover, the authors are describing the differences between mental illness and psychiatric injury in terms of misinterpretation of words. For example, the person (psychiatric staff) who is being the mobing victim at work in forensic facility will eventually say something like "I think I am being paranoid" and actually they are identifying hypervigilance, as one of the symptom of PTSD and sign of psychiatric injury by misusing the word paranoia which is serious mental illness. The differences between hypervigilance and paranoia make a good starting point for identifying the differences between mental illness and psychiatric injury. (11) The phenomenon of the physical, moral or psychical violence in the working environment, variously indicated as "mobing", "workplace bullying" or "workplace harassment", is to date object of numerous studies, mostly of epidemiological type, which are not yet clear. The aspect of this particular psychiatric phenomenon requires a search for possible causes, risk factors, specific characteristics and consequences. Lately, this type of violent behavior is becoming a topical subject for its frequency and its psychopathogenic potential. In numerous EU countries the number of reports for mobing has increased extraordinarily in the last decade. The reports are increasing dramatically not only before the Labor Courts, but also before the Civil Courts, with claims for damages, and before the Penal Court for offences causing physical or moral injury. The term of mobing mainly refers to violence among workers (internal violence) and between workers and external persons (external violence). Examples of external violence are armed bank robberies which are increasing in many European countries which are currently in the process of transition, entering the era of the new economy and globalization. External violent behavior has been increasing in Croatia in the past few years since many workers are becoming the mobing victims as they are forced out of the work because of increased takeover of domestic companies by big international enterprises in the process of entering global market of European Union. Connections between bullying or harassment and clinical signs of PTSD have been attested by several studies that confirmed that bullied victims can suffer from PTSD-like symptoms, although they do not necessarily match the strict DSM-IV criteria. Since Leymann and Gustafsson described that mental effects in mobing victims are fully comparable with PTSD from war or prison camp experiences we could easily explain increased external violence in postwar era in Croatia with secondary victimization due to job loss and establish a close relationship between severe trauma, postwar era, psychosocial mobing victims, violence and PTSD (Leyman and Gustafsson, 1996). As in many transitional countries with similar problems in new era of economy, we can find another group of mobing victims in Croatia such as whistleblowers or union organizers which are also carrying a burden of stigmatization and are frequently becoming the victims of mobing. Other mobing risk factors include different ethnicity, an odd personality, high expectations and poor social environment (12). Recent research on stress and mobing showed close relationship between stressors and possible violent behavior of mobing victims. In the work of James Hillard the clinical case report showed how seemingly paranoid patient who developed homicidal ideation about killing his own boss and who was actually a victim of workplace mobing. Mobing victims are usually subject to severe stress and may develop adjustment disorders, depression or PTSD and substance abuse disorder as secondary morbidity or victimization (8,10). Extreme stressors stimulate feelings of frustration which in turn could lead to extreme hostile behavior and aggression toward themselves such as suicide attempt or completed suicide (10) and aggression toward the others such as physical assault and homicide (13). Homicide is the most extreme form of workplace violence and is usually a result of so called toxic work environment where co-workers hostile behavior toward mobing victim could cause paranoid symptoms in mobing victim which in turn could lead to extreme form of violence such as suicide and homicide as extreme consequences of long-lasting mental or physical disability in mobing victims (14). The violent reaction of mobing victim is seen as being of biological nature with psychic effects which are responsible for extreme changes in behavior in mobing victims over the time (development of violent brain). Mobing is now seen as an extreme psychosocial and biological phenomenon, triggered by extreme psychosocial stressors, causing a range of negative effects, such as biological and psychic stress reactions, anxiety and accumulated frustration which all could lead to extreme violence. This dangerous kind of social stress triggers violent behavior among different social groups such as workers who has lost job due to a mobing in the big corporations or mobing related extreme violent behavior among school children and students. Through psychological processes frustrated persons can either blame each other, thus becoming each others social stressors or they could blame environmental factors such as company, society or poorly defined global factors (15). In recent publications there are described cases of false mobing victims which were actually unrecognized mentally ill persons (paranoia) but succeed in generating an extreme dangerous environment of great harassment against the false assailants that were falsely accused of mobing (16). On the other hand we should consider possibility of pseudomobing in which individual falsely believe that he or she is a mobing victim. Cases of pseudomobing have been reported and may represent a greater public awareness of the mobing phenomenon and more available legal means in lawsuits against employers. All of the aspects of mobing phenomenon represent a new challenge in the field of forensic psychiatry (16,17). Forensic interview becomes more complex in discrimination between true and false mobing victim. Forensic diagnosis of the psychiatric disorders presented by the true or false mobing victims is essential to clarify those types of issues (eg. hipervigilance is a response to an external event like violence, accident, disaster, violation, intrusion, bullying, etc., versus paranoid psychosis which is a form of mental illness) and therefore an injury. Diagnostic criteria in psychiatric evaluations and forensic expertise in mobing cases should focus on several issues; a) possibility of previously unrecognized real mental illness like paranoid psychosis versus transient psychotic symptoms of paranoia due to psychological stress at workplace, b) clarifying physical evidence if conspiracy in work environment versus patients suspiciousness and real paranoid symptoms, c) discriminate between true PTSD patients versus false ones, and d) discriminating patients with previous history of substance abuse from mobing victims which are recently developed addictive behavior (12,14,16,17). The role of modern forensic psychiatry lies in early recognition, prevention and treatment of violent behavior among true mobing victims, as well as early distinction between true and false victim of mobing. Finally, mobing is a widespread problem in EU that has affected more than twelve million workers. The psychological studies of Heinz Leymann and Marie-France Hirigoyen (2-5) have generated increased public awareness about moral harassment and have encouraged EU Member States to adopt legislation to address these concerns. Therefore, it is essential to further investigate the medico-legal implication of mobing phenomenon in order to establish the medical and legislative recognition of mobing in Croatia and adopt legislation against mobing since Croatia is becoming EU member state in near future. R E F E R E N C E S 1. Guerrero MI. The development of moral harassment (or mobing) law in Sweden and France as a step towards EU legislation. Boston College International and Comparative Law 2004; 27: 477-500. 2. Leymann H. The Content and Development of Mobing at Work. U: Zapf D, Leymann H, ur. Mobing and Victimization at Work. A Special Issue of The European Journal of Work and Organizational Psychology. Hove, UK: Psychology Press. 3. Leymann H. The Silencing of a Skilled Technician. Stockholm: Working Environment 1993: 28-30. 4. Leymann H. Mobing and psychological terror at workplaces. Violence and Victims 1990; 5: 2. 5. Hirigoyen MF. Le Harclement moral: la violence perverse au quotidian. Syros, "Hors collection. Paris: ditions La Dcouverte & Syros, 1998. 6. Namie G, Namie R. The bully at work: what you can do to stop the hurt and reclaim your dignity on the job. Naperville IL; Sourcebooks, Inc., 2003. 7. Westhues K. At the mercy of the mob: a summary of research on workplace mobing. Canada Ocup Health Safety Magazine 2002; 18: 30-6. 8. Bonafons C, Jehel L, Hirigoyen MF, Coroller-Bquet A. Clarifying the definition of bullying. Encephale 2008; 34: 419-26. 9. Duffy M, Sperry L. Workplace Mobing: Individual and Family Health Consequences. Famy J 2007; 15: 398-407. 10. Pompili M, Lester D, Innamorati M et al. Suicide risk and exposure to mobing. Work 2008; 31: 237- 43. 11. Hatch-Maillette MA, Scalora MJ. Gender, sexual harassment, workplace violence, and risk assessment: Convergence around psychiatric staff's perceptions of personal safety. Aggression and Violent Behavior 2002; 7: 271-91. 12. Leymann H, Gustafsson A. Mobing at Work and the Development of Post-traumatic Stress Disorders. Eur J Work Organizational Psychol 1996; 5: 251-75. 13. Lehmann, E. Homicide As an Irrational Response to an Existential Crisis - Conflicts Between Partners. Ztschr Klin Psychol Psychother 1995; 43: 123-33. Hillard JR. Workplace mobbing: are they really out to get you patient? Curr Psychiatry 2009; 8: 45-51. 15.Bonafons C, Jehel L, Coroller-Bquet A. Specificity of the links between workplace harassment and PTSD: primary results using court decisions, a pilot study in France. Int Arch Occup Environ Health 2009; 82: 663-8. 16. Jarreta, BM, Garca-Campayo J, Gascn S, Bolea M. Medico-legal implications of mobing: A false accusation of psychological harassment at the workplace. Forensic Sci Int 2004; 146(suppl): 17-18. 17. Girardi, PE, Monaco, C, Prestigiacomo A, Talamo A, Tatarelli R. Personality and psychopathological profiles in individuals exposed to mobing. Violence and Victim 2007;. 22: 172-88. S A } E T A K MOBING I FORENZI KA PSIHIJATRIJA S. Radeljak, T. }arkovi-Palijan, M. Kova  i D. Kova evi Psiholoako nasilje (mobing ili zlostavljanje na radnom mjestu) danas se opisuje kao situacija u kojoj je osoba postala ~rtvom negativnih djelovanja upravljenih osobi i radu, s uvredama, diskriminacijama i izolacijom. Fizi ko je nasilje pri radu joa uvijek u Hrvatskoj i drugim dijelovima svijeta podcijenjeno. Fenomen fizi kog, moralnog ili psihi kog nasilja u radnoj okolini, na razli ite na ine indicirano kao mobing, zlostavljanje na radnom mjestu ili uznemiravanje na radnom mjestu danas je predmet brojnih studija, veinom epidemioloakih, nije joa potpuno razjaanjen. Aspekti tog osebujnog psihijatrijskog fenomena zahtijevaju istra~ivanje moguih uzroka, faktora rizika, specifi nih zna ajki i posljedica. U posljednje je vrijeme taj tip nasilnog ponaaanja postao aktualnom temom zbog svoje u estalosti i svog psihogenog potencijala. Termin mobing uglavnom se odnosi na nasilje meu radnicima (unutarne nasilje) i izmeu radnika i vanjskih osoba (vanjsko nasilje). Primjeri vanjskog nasilja su oru~ane plja ke banaka koje prevladavaju u mnogim europskim zemljama koje su sada u procesu tranzicije i taj tip nasilnog ponaaanja se posljednjih nekoliko godina poveava u Hrvatskoj. Nedavna studija o stresu i mobingu ukazala je na usku povezanost izmeu stresora i mogueg nasilnog ponaaanja ~rtava mobinga. Ekstremni stresori stimuliraju osjeaje frustracije koji zauzvrat mogu dovesti do nasilja. Za tu se reakciju smatra da je bioloake prirode s psihi kim u incima koji su odgovorni za promjene ponaaanja. Mobing se sada smatra krajnjim psihosocijalnim fenomenom potaknutim ekstremnim psihosocijalnim stresorima, koji uzrokuje niz negativnih u inaka, kao ato su bioloake i psihi ke stresne reakcije, tjeskoba i nagomilana frustracija ato sve mo~e dovesti do ekstremnog nasilja. Opasna vrsta socijalnog stresa mo~e potaknuti nasilno ponaaanje izmeu razli itih druatvenih skupina kao ato su radnici koji su izgubili posao zbog mobinga u velikim tvrtkama ili ekstremno nasilno ponaaanje meu akolskom djecom i studentima povezano s mobingom. Preko psiholoakih procesa frustrirane osobe mogu ili optu~ivati jedna drugu i na taj na in postati jedan drugome socijalni stresor ili mogu optu~ivati okolinske imbenike kao ato su tvrtka, druatvo ili slabo definirani globalni faktori. U najnovijim su publikacijama opisani slu ajevi la~nih ~rtava mobinga koji su bili zapravo neprepoznate duaevno bolesne osobe (paranoja), ali su uspjele prouzro iti izvanredno opasnu okolinu velikog uznemiravanja protiv la~nih napada a koji su bili la~no optu~eni za mobing. U razjaanjenju toga tipa problema bila je bitna forenzi ka dijagnoza psihi kog poremeaja koji trpi la~na ~rtva. Uloga moderne forenzi ke psihijatrije je u ranom prepoznavanju i prevenciji nasilnog ponaaanja meu pravim ~rtvama mobinga kao i u ranom razlikovanju pravih i la~nih ~rtava mobinga. Stoga je bitno istra~iti mediko-legalnu implikaciju mobinga u Hrvatskoj kao i ustanoviti zakonsko priznavanje mobinga u Hrvatskoj. Klju ne rije i: mobing, nasilje, forenzi ka psihijatrija HOW BIG IS THE PROBLEM OF MOBBING (BULLYING) IN SLOVENIA AND HOW IT IS DEALT WITH TANJA URDIH LAZAR i EVA STERGAR Introduction Slovenia started to systematically deal with the problem of workplace bullying just a few years ago, but nevertheless, a significant progress was made in this short time. The Institute of Occupational, Traffic and Sports Medicine took advantage of the growing public attention regarding this topic and proposed a bullying prevention programme that was approved by an interdisciplinary group of experts from different fields and representatives of several ministries, social partners, NGOs and victims. The main tasks of the programme were to develop a proposal of a term bullying in the Slovenian language and a definition of workplace bullying, to carry out a national survey, to prepare a prevention programme for companies and a national awareness-raising campaign, to introduce intolerance of workplace bullying into legal documents and to establish an association (NGO) for supporting the victims. Many of these tasks have been already fulfilled. A proposal of a Slovenian term and definition was prepared, bullying found its way to the Slovenian legal documents, an NGO was set up and the first national survey was carried out. Methods In order to develop a comprehensible bullying prevention programme, printed and Internet literature was reviewed. Many examples of prevention programmes throughout Europe and some other countries were gathered and studied. Taking into account the Slovenian situation in this field the Irish prevention programme was identified as the most suitable example to follow because of its systematic approach. A short e-mail survey was carried out in order to obtain information about the situation regarding terms and definitions of bullying in several countries all over the world. Experts from 14 countries (Australia, Belgium, Canada, Czech Republic, Denmark, Finland, Ireland, Israel, Italy, South Africa, New Zealand, Norway, Sweden and United States of America) were asked to answer two questions: "How is bullying called in your country and what would be the best English translation of the term?" and "How is bullying defined or what is understood as bullying in your country?" All 14 experts agreed to cooperate. The answers obtained were not equally comprehensive but they provided enough information to help a group of experts from different fields (including a linguistic expert) to prepare a proposal of a term and a definition in the Slovenian language. A review of different legal solutions was prepared before the open meeting of the parliament Committee for Human Rights and Committee for Work, Family and Social Affairs in order to persuade the committee members of the necessity to introduce bullying prevention into the Slovenian Employment Act that was being revised at the time (January 2007). In Spring 2008 a survey about the prevalence of bullying was carried out. The random sample of 1366 adults (age 18 and over) was used, 823 (60,19%) of them have been employed over the last six months before the survey and thus able to answer to the questions regarding bullying experience in this period. The revised version of the Negative Acts Questionnaire (NAQ-R) (1) was used to measure perceived exposure to bullying and victimization at work. It consists of 29 items describing different kinds of behaviour, which may be perceived as bullying if they occur on a regular basis. The participants should respond to what degree they have suffered such behaviours during the last six months, on a 5-point Likert type rating scale, ranging from 1 (never) to 5 (daily) (2). The items have no reference to the term bullying in order to let respondents to answer to these items without having to label themselves as bullied or not. But after responding to these items, a definition of bullying at work follows and the respondents are asked to indicate whether or not they consider themselves as victims of bullying at work according to this definition. In this question bullying is defined as "A situation where one or several individuals persistently over a period of time perceive themselves to be on the receiving end of negative actions from one or several persons, in a situation where the target of bullying has difficulty in defending him/herself against these actions. An one-off incident is not bullying." The questionnaire was translated into Slovenian language and then analyzed by two experts who proposed some changes in order to obtain a better understanding of some of the items. Then, the instrument was back translated into English and the equivalence of both versions was determined. The data were gathered by personal interviews during interviewers' visits in the respondents' homes. Results Development of the bullying prevention programme The Irish bullying prevention programme served as an example for planning the Slovenian programme. Ireland addressed the problem of bullying at work on the national level and very systematically. In 1999 the labour minister appointed an interdisciplinary working group for bullying prevention, which worked within the Health and Safety Authority until 2001. Its tasks were: to find out the size of the problem, to develop practical programmes and strategies of workplace bullying prevention and to prepare recommendations for work of different governmental agencies in this field. The group commissioned an independent national survey, developed a definition of bullying, in a national campaign it invited people to participate in developing basic points for future work. In the document Dignity at work it proposed policies and programmes to be introduced in enterprises. After this an expert group continued the work in 2004 and prepared new recommendations for improving the situation regarding bullying prevention. It proposed that bullying should find its place also in safety statements. The group also developed a new model of tackling bullying in the workplace and ways for prevention of this phenomenon (3). The challenge of setting up a comprehensive bullying prevention programme on the basis of the Irish example was accepted by the Clinical Institute of Occupational, Traffic and Sports Medicine. It invited experts from different fields, representatives of several ministries, social partners, NGOs and victims to be a part of a large working group. The group first met in February 2007 to discuss the main priorities and determine the main points of the programme and thus the main tasks of the group. These are: - to develop a proposal of a term in the Slovenian language and a definition of workplace bullying, - to introduce workplace bullying into legal documents, - to investigate the problem and carry out a national survey, - to prepare a programme of preventative measures for companies and a national awareness-raising campaign, and - to organize a bullying prevention network and to set up an NGO (association) for supporting the victims. Many of the tasks are already fulfilled: a proposal of a Slovenian term and definition has been proposed, prohibition of bullying is a part of the Employment Relationships Act, the first national survey has been carried out, an NGO has been registered and is starting to assist its members to face the problem of bullying. The next step is to create a health promotion programme for companies. The group will continue its work also by improving the programme and evaluating it. Proposal of a term and a definition The information obtained from 14 countries all over the world showed that there are similar problems and confusion regarding terminology and definition everywhere. Slovenia is not an exception. That is why the institute proposed to break this inconsistency and to propose a common solution. A subgroup within the main working group was formed to provide such a solution on the basis of the Internet survey. What did it show? Different terms are used in particular country either as synonyms or related terms. Mostly English words or translations of these words into national languages are used (Table 1). Te situation in Slovenia is similar. The most widely used word is mobing a word that is in our opinion too easily connected with the cases when a group attacks / bullies an individual and isolate him/her. Another term used in Slovenia is "psihi no nasilje" (psychological violence). It is also not very good possibility, because it excludes physical violence, an act, that happens very rarely but still, it can't be simply excluded. Most of the definitions also consider it as one of the negative acts that can happen in extreme situations. Another term appears in the Slovenian articles, it means "intentionally causing inconvenience and troubles" (4), and is phonetically similar to the word chicanery ("ikaniranje"). We think that its meaning is too large, to general and it comprises a lot more than bullying itself. With help of a linguistic expert the subgroup for terminology and definition came up with a new proposal: "trpin enje na delovnem mestu" (in the workplace), a word that in short means, "making sb. suffer" (4). It is also already very well known in our culture as the translation of the term "bullying" when talking of violence in school settings (5). This analogy additionally supports the proposed solution. The term gives a possibility to use other appropriate parts of speech (e.g. the verb "trpin iti" - to bully or adjective "trpin en" - bullied) and on the contrary to the psychological violence it doesnt exclude physical violence. In addition to the terminological solution the subgroup proposed a definition, too. As the interdisciplinary working group suggested, the definition was prepared on the ground of the European Social Charter (8) and it states: "Workplace bullying is every repeated or systematic and long-term distinctly negative, unethical and offensive verbal or non-verbal action of one or more persons directed against one or more persons, in the workplace or in relation to work, that threatens physical, psychological and social health, and is understood by victims as oppression, humiliation and offence to dignity at work." It is also added at the end that an isolated event of negative behaviour cannot be considered as bullying. Integration of bullying into legal documents Following the example of the definition development and the results of the literature review, a text for the new Employment Relationships Act was prepared on the basis of the European Social Charter. The Ministry of Labour, Family and Social Affairs tabled the proposal into parliamentary procedure and it changed considerably through negotiations between social partners. Nevertheless, the article about harassment and bullying is a part of the act from last November on. Size of the problem - survey results According to the preliminary results of the survey conducted in Spring of this year, 10.4% of the respondents reported having been bullied over the last six months, including the category of occasionally bullied who chose the following answers: "yes, very rarely", "yes, now and then" and "yes, several times per month". According to the most of definitions, negative actions in the workplace are to be called bullying only when they occur on a frequent basis, at least once a week (9, 10). Considering this, only 1,5% of respondents have been regularly bullied ("yes, several times per week" and "yes, almost daily"). When we add those who answered with "yes, several times a month", the category of regularly bullied could grow to 2,6%. In this case 7.8% of the respondents would be occasionally bullied. The percentage of the bullied category in whole raised much higher when the respondents were asked about being bullied in the last five years: amounting to 19.4%. Women more often than men answered that they have been bullied in the last six months: 62.8% of women and 37.2% of men were victims of bullying in the workplace. If we look at the status of the victims, more than two-thirds of the bullied respondents were workers. The rest of them held some managerial position (Figure 1). Victims were almost equally "distributed" between private (48.1%) and public sector (49.9%), only 2.5% of them were self-employed. If we observe closely the public sector only, 9.9% of the bullied respondents worked in public administration, 14.8% in a public institute, 7.4% in a public enterprise and 17.3% in a state-owned company. The most vulnerable work activity or sector was manufacturing (28.2%), followed by health and social care (12.8%), financial intermediation and public administration (both 10.3%) (Figure 2). Most of the victims were employed by big companies (45.3%), 24.4% by middle-sized enterprises and 30.2% by small enterprises. Almost twice as high as the percentage of those being bullied in the last six months is the percentage of those who witnessed bullying in the same period and it accounts for 18.8%. Out of this, 3% of witnesses observed bullying very often. And who were the perpetrators according to the survey? Most often they were supervisors (81%), followed by colleagues (33%), subordinates (14.9%) and clients/customers/students (17.2%). Usually there is more than one perpetrator, possibly of different organizational levels. The above data show that this applies also in our survey (the sum of the percentages is more than 100). 9.4% of the bullied respondents were the only victim in their work environment, on the other hand as much as 63.5% of the bullied respondents answered that they experienced bullying together with several other work colleagues. Additionally, 27.1% of the victims were a part of a group of colleagues where the whole group was being bullied. The respondents were asked to answer which of the 29 negative acts they experienced. The most frequent negative acts mentioned by the victims and experienced by them at least "now and then" were: 1. unmanageable workload, 2. spreading gossip or rumours about the target, 3. having to perform tasks below one's level of competence, 4. somebody withholding information which affected victim's performance, 5. having key areas of responsibility removed or replaced with unimportant or unpleasant tasks, 6. having insulting or offensive remarks made about the target's personality, 7. being humiliated or laughed at in connection with the target's work and 8. having target's opinions and views ignored. Discussion We can say that fulfilment of the Slovenian anti-bullying programme really started at the end - with supplementation of the Slovenian legal documents. In addition to the Employment Relationships Act, that prohibits workplace bullying, the new Penal Code also mentions this phenomenon and establishes it as a criminal offence. The legislation and resolving of bullying cases in court should be the last step to take, after exploring all the other possibilities. But for those who suffer because of this extremely negative practice it can be the only way out. The Institute of Occupational, Traffic and Sports Medicine really took an opportunity that appeared with the growing media and public attention and the revision of the Slovenian Employment Act in order to include prohibition of workplace bullying in the act. Legislation may also have some positive impacts on bullying prevention. As a UK law professor states, it would be comforting to think that legal rules trigger employers to make practical changes regarding bullying in organizations (11). But is it really so? In our opinion it is necessary to work with employers closely to show them that changes are inevitable in order to improve their workers' health and motivation to work and subsequently to achieve better economic results. That is why the institute is planning to develop a health promotion programme for tackling bullying in enterprises, a part of which will be an educational module within the Fit for work programme and a national awareness-raising media campaign. The Fit for work programme addresses several health related problems and already contains modules to tackle injuries at work, ergonomic problems, chemical pollution, work organization problems, work-related stress and use of drugs. At least a part of the formed working group felt, that we should name and define the phenomenon ob bullying at work in our own language in order to talk about it, to measure it and to resolve it. There are still several terms used in Slovenia, but the newly proposed expression "trpin enje na delovnem mestu" is more and more frequent and established also in legal documents. Another important step was made: an association of bullying victims was organized with professional and technical support of the institute and it is about to start its support work for the members. The Slovenian anti-bullying programme already gave some good results, but the empirical data gathered by the institute's survey are the most essential mean to further develop the already planned preventative measures and successfully tackle the problem of workplace bullying. According to preliminary results, the prevalence of bullying in Slovenia is as high or even higher as it was assumed in the past and measured by the European Foundation for the Improvement of Living and Working Conditions in 2005 (7.4%) using different questionnaire and method (12). In our survey 10.4% of respondents reported having been bullied over the last 6 months, including the category of occasionally bullied. This is not a negligible percentage, when we think of almost 83,000 of working population who risk their physical and mental health, social and economic stability. There are almost two-thirds of women among them and one-third of men. The similar ratio appears in several European studies. The reasons could be that women are educated to be less self-assertive, less aggressive, they are less able than men to defend themselves when bullying is starting. Women also hold less powerful positions in organizations; they are less often in managerial and supervisor positions (13). The study shows that the downwards bullying is the most common in Slovenia. Two-thirds of the bullied respondents were workers, what correspond to findings in other European countries; where bullying seems to be primarily a problem among white-collar workers, service employees and employees in supervisory positions, and less a problem among blue-collar workers. In our study as much as 81% of supervisors were among perpetrators. About 80% of perpetrators include managers also in the UK studies, a lower figure of about 50% appears in Scandinavia (14). Bullying in Slovenia is a shared experience. More than 60% of the bullied respondents answered that they experienced bullying together with several other work colleagues and more than a quarter with the entire workgroup. Being singled out in Slovenian companies is not very often, the fact that people are being bullied in groups, suggests that there are work environments where bullying is a part of organizational culture. Even though we expected that prevalence of bullying would be higher in public sector, the data show different picture. The public and private sectors are almost equally vulnerable, but the problem seems to be more significant in big companies than in middle-sized and small ones. We should focus our work also on manufacturing companies, health and social care, financial intermediation and public administration as work activities with the highest prevalence of bullying. It is interesting, that the percentage of those who witnessed bullying is almost twice as high as the percentage of those being bullied. This could mean, that the prevalence of bullying in Slovenia is higher and that targets don't perceive themselves as victims of bullying as much as witnesses observe. The data always reflect also cultural characteristics and maybe more tolerant attitude towards negative behaviours in Slovenian society. Conclusions The survey results give as enough guidelines for working on prevention of bullying and all other negative behaviours in Slovenian companies. The health promotion programme should focus on women, blue-collar workers, employees in sectors of manufacturing, health and social care, financial intermediation and public administration in order to enhance their capability to defend themselves from bullying and to react properly when it still happens. But primarily, the targets of the whole programme and awareness raising campaign in particular should be managers: managers who are very often the perpetrators, and managers who are (by law) responsible for workers' health and safety. They are to be convinced of the necessity to make changes to tackle bullying in their organization. They are to be persuaded that none of the investments in health and safety of their employees are in vain. Even though there are possibilities to resolve bullying cases outside the enterprise (governmental bodies, agencies, NGO's, court), it should be stopped and resolved inside a particular working environment, e.g. with a policy on bullying that should contain a clear statement about behaviour to encourage, the organisations' dedication to resolving bullying cases and to prevent new ones, responsibilities of managers in tackling the problem, description of procedures necessary and so on. There are also other ways to tackle bullying: immediate conflict solving, clear job descriptions, good internal communication, developing culture of cooperation and trust among employees, stimulating victims and witnesses to report bullying cases, and solving these cases promptly. Hopefully the outcomes of our programme would be like this in as many companies as possible. R E F E R E N C E S Einarsen S, Raknes BI. Harassment in the workplace and the victimization of men. Violence Vict 1997;12: 247-63. Moreno Jimnez B, Rodrguez Muos A, Martinez Gamarra M, Glvez Herrer M. Assessing Workplace Bullying: Spanish Validation of a Reduced Version of the Negative Acts Questionnaire. Span J Psychol 2007; 10: 449-57. Health and Safety Authority. Dignity at Work The Challenge of Workplace Bullying: Report of the Task Force on the Prevention of Workplace Bullying. Dublin: Stationery Office; 2001. Report of the Expert Advisory Group on Workplace Bullying. Dublin: Stationery Office; 2005. Zapf D, Einarsen S. Individual antecedents of bullying: Victims and perpetrators. In: Einarsen S, Hoel H, Zapf D, Cooper CL, eds. Bullying in Emotional Abuse in the Workplace: International perspectives in research and practice. London, New York: Taylor&Francis, 2003, 165-84. 6. Slovar slovenskega knji~nega jezika. Ljubljana:DZS, 2002. 7. Olweus D. Trpin enje med u enci. Kaj vemo in kaj lahko naredimo. Ljubljana: Zavod Republike Slovenije za aolstvo in aport;1995. 8. European Social Charter. Council of Europe:1991. http://conventions.coe.int/Treaty/en/Treaties/Word/035.doc. 9. Einarsen S, Hoel H, Zapf D, Cooper CL. The concept of bullying at work: The European tradition. In Einarsen S, Hoel H, Zapf D, Cooper CL, eds. Bullying in Emotional Abuse in the Workplace: International pespectives in research and practice. London, New York: Taylor&Francis, 2003,3-30. 10.Leymann H. The Mobing Encxclopaedia: Mobing; Whistleblowing. http://www.leymann.se/English/frame.html. Leighton P. Dignity at work: The legal framework. In: Tehrani N, editor. Building a Culture of Respect: Managing Bullying at Work. London, New York: Taylor&Francis;2001:97-114. Parent-Thirion A, Fernndez Macas E, Hurley J, Vermeylen G. Fourth European Working Conditions Survey. Dublin: European Foundation for the Improvement of Living and Working Conditions;2007. Zapf D, Einarsen S. Hoel H. Vartia M. Empirical findings in bullying in the workplace. In: Einarsen S, Hoel H, Zapf D, Cooper CL, editors. Bullying in Emotional Abuse in the Workplace: International pespectives in research and practice. London, New York: Taylor&Francis, 2003, 103-26. Rayner C, Hoel H, Coper CL. Workplace bullying: What we know, who is to blame, and what can we do? London and New York: Taylor&Francis, 2002. S A } E T A K KOLIKO JE VELIK PROBLEM MOBINGA (TIRANIZIRANJA) U SLOVENIJI I KAKO S NJIME POSTUPATI? T. Urdih Lazar and E. Stergar Slovenija se po ela sistematski baviti s problemom zlostavljanja na radnom mjestu tek prije nekoliko godina, ali je ipak u tom kratkom vremenu u injen zna ajni napredak. Institut medicine rada, prometa i aporta iskoristio je sve vei javni interes u vezi s tim problemom i predlo~io program spje avanja zlostavljanja koji je odobrila meunarodna skupina stru njaka razli itih podru ja i predstavnici nekoliko ministarstava, socijalni partneri, ne-vladine organizacije (NGO) i ~rtve. Glavni zadaci programa bili su razvijanje prijedloga o terminu 'bullying' na slovenskom jeziku i definicija zlostavljanja na radnom mjestu, provedba nacionalne studije, priprema programa prevencije za tvrtke i kampanja podizanja nacionalne svijesti o problemu, uvoenje nepodnoaenja zlostavljanja na radnom mjestu u legalne dokumente i uspostava udru~enja (NGO) za pomaganje ~rtvama. Mnogi su od tih zadataka ve ispunjeni. Prijedlog slovenskog termina i definicije su pripremljeni i ve ih upotrebljavaju mnogi eksperti na tom podru ju. Od studenog 2007. zakonska zaatita ~rtava zlostavljanja na radnom mjestu uklju ena je u Zakon o Employment Relationship, a od lipnja ove godine i u novi krivi ni zakon (Penal Code). NGO protiv zlostavljanja je formalno registriran i po inje uspostavljati slu~be potpore ~rtvama. Prva nacionalna studija provedena je proljetos rabei revidiranu verziju Upitanika o negativnim djelovanjima (NAQ-R) koji je sastavljen za mjerenje uo ene izlo~enosti zlostavljanju i viktimizaciji pri radu. Prema preliminarnim rezultatima, prevalencija zlostavljanja u Sloveniji nije tako velika kao ato je smatrano u proalosti i bilo mjereno od Europske fondacije za poboljaanje ~ivotnih i radnih uvjeta 2005. g. (7,4%) uporabom razli itim upitnika i metoda. U naaoj studiji, 6,4% ispitanika izjavilo je da su bili zlostavljani zadnjih 6 mjeseci uklju ujui kategoriju povremeno zlostavljanih, koji su izabrali sljedee odgovore: da, vrlo rijetko, da, ponekad i da, nekoliko puta na mjesec. Prema veini definicija negativna djelovanja na radnom mjestu treba smatrati zlostavljanjem samo kada se dogaaju esto, barem jednom na tjedan. S obzirom na to redovito je bilo zlostavljano samo 0,9% ispitanika (da, nekoliko puta tjedno i da, gotovo svaki dan). Kada prirodamo one koji su odgovorili da, nekoliko puta mjese no, kategorija redovito zlostavljanih bi se mogla popeti na 1,6%. U tom bi slu aju 4,8% ispitanika bilo povremeno zlostavljano. Pomnija analiza rezultata studije dat e potrebne podatke o buduem razvoju programa protiv zlostavljanja, posebice unutar programa Spreman za posao i nacionalne medijske kampanje o poveanju svjesnosti o zlostavljanju. Klju ne rije i : mobing, program prevencije zlostavljanja, nevladine organizacije, Slovenija PSYCHOLOGICAL HARASSMENT IN THE WORKPLACE. THE ITALIAN EXPERIENCE MARIA GRAZIA CASSITTO, SILVIA PUNZI and ANDREJA KOSTELI Psychological stress at work has become one of the main new century topics and harassment in the workplace, though it always existed and was widespread in all occupational sectors, came to a higher level of evidence in the nineties favoured by the changes occurred in the work organizational climate. It was thus felt the need of a better understanding of these phenomena, their causes, diffusion, consequences and prevention strategies. Our story in the mobing exploration started in early nineties following a prof. Leymann (1) lecture at our Institute proposing a first systematization of the phenomenon, its definition, characteristics and onset mechanism. Listening to the Nordic countries experience we also realized that many subjects sent to our attention in the past years to clarify their difficulties in carrying out their daily duties at work due to psychological discomfort and acquired impairment reflected the presence of a work related adjustment disorder, consequence of their working environment organizational dysfunctions issued in psychological violence. We also observed a significant increase of these cases in the recent past with a higher number of white collars subjects affected while in parallel a corresponding reduction of more traditional, physical, chemical occupational risks in some working environment was obtained. This lack of awareness we had on the emergence and relevance of the phenomenon was due to a number of reasons, among which the fact that psychological violence always existed in work environments and that the psychological violent behaviours were and still are often ignored, misinterpreted or allowed to exist as a deliberate individual or corporate strategy. Similarly, many contingent factors favoured the onset of interpersonal conflicts, namely psychological and physical violent behaviours increase in periods of changes, uncertainty, socioeconomic turmoil, rapid social changes. In these climates individuals become afraid and thus more intolerant and rigid and prone to look at others as potential enemies. The period we were and still are living has some or at times all these characteristics. Again, Latin cultures allow verbal remarks and/or verbal interactions unacceptable in other cultures, thus favouring modes of interpersonal behavioural exchanges where the boundary between witty remarks and harassment is sometimes rather thin. We must consider as well that the majority of the Italian working environments is made of medium/small firms with a reduced number of employees, often with a single owner and his family working in the business and where work norms and regulations are ignored or only partially applied (2). Thus, in 1996, the first Italian medical centre (CDL) for occupational stress and harassment with a day hospital service was established at the Clinica del Lavoro Luigi Devoto in Milan. CDL dealt and still deals with stress-related disorders at work: mobing/bullying, physical violence, burnout, organization-related issues. CDL is a public hospital centre with a staff of occupational physicians, psychologists, psychotherapists, nurses, and technicians. CDL main tasks are: clinical diagnostic activities, rehabilitation, training, information, and research. A 2-3-day protocol to evaluate the subject occupational situation, to assess health effects and to establish diagnosis has been developed including a general medical examination, an occupational history collection, a psychological clinical interview and a battery of psychological tests. The aims of the evaluations are to obtain an exhaustive picture of the subject occupational situation not limited to the characteristics of the specific job but to the organizational climate and interpersonal relationships as well, to define a profile of the subject social-emotional balance, his/her personality and behavioural patterns, to exclude or evidence previous and/or present psychological dysfunctions unrelated to work, to establish the compatibility between the clinical findings and the related work situation. Other objectives include, whenever possible, the subject orientation to deal both with his/her health problems as well as the work situation in a proactive disposition and the organization of a short period of psychological support (3) Since 1996, we have had a growing number of subjects asking for diagnosis and support (see Fig.1,2,3), in the first years we received subjects coming from all over Italy , subsequently after the opening of other Centres mainly from northern Italy. One of our collaborators has recently discussed her doctoral thesis giving a global evaluation of our population characteristics that thanks to the patients number and regional origin can be considered representative of the entire country (4) SLIKE 1-3 Thus, in these ten years experience we have seen confirmed a number of points (5): mobing is a complex and multi-causal phenomenon which results by the interaction of different factors, i.e. individual, dyadic and group relationship, work organization and society. the importance of understanding at which level the conflict develops and the determinants which explain its outburst and which was the position of the victim at that moment. This understanding helps to prevent victims from adopting self destructive reactions. in most cases it was also possible to detect a previous change occurring in the work environment, either known or even subtle and unobserved as well (new politics, new managers, reorganizations, merging, etc.). psychological violence is perpetrated through sequences of minor acts which taken alone might be considered uninfluential episodic misbehaviors. it is their repeatedness, persistency, multiformity, frequency, duration in time, destructiveness and the impossibility to withstand or react which becomes a devastating mechanism Given these characteristics, beyond the differences among the specific situations, the possibility to recognize a mobing mechanism in the related story requires the presence of: directionality: violence is normally addressed to a single subject, only occasionally to a group intentionality: the mobber purposefully points to damage, humiliate, disqualify, isolate and in the end eliminate one specific subject. length: the victimization process can last for days, months, even years, but it is required a minimum length of six months to exclude situations where only an emergency situation determines a momentary worsening of interpersonal relationships. frequency: mobing is not an occasional, inappropriate behaviour but a permanent attitude toward a person with whom there is a power imbalance not necessarily formal, sometimes the mobber is recognized as a leader only by his group multiformity: mobing is perpetrated through attacks against the person, his function, his role and status in the organization We have also seen confirmed that: the personality of the perpetrator and of the victim play a significant role. Even though almost everybody might become either a victim or a perpetrator some characteristics of the mobber (dictatorial subjects, pathologic personalities, aggressive type A, opportunists) and of the victim (low self esteem, introverted, conscientious, submissive, highly anxious) can favour the onset of the mechanism it is the specific and unique relationship between two persons and the escalation of the conflict in a particular context which must be highlighted at the organizational level mobing can be part of the managerial style to reach individual goals or can be legitimated by a competitive culture which allows unfair behaviours similarly, national, historical, legal and socio-economic culture can play a determinant role in favouring a general atmosphere favouring workplace bullying There has been efforts on the part of some researchers to establish steps on the onset and the development of a mobing situation but without much realism. There is no fixed schedule. The different moments are strictly dependent on the organization characteristics, the period the organizations live, the job specificities, the victims age, the managerial style of the perpetrator or of the compliance or collusion of higher management and of colleagues as well. As to the antecedents we have seen that some specific moments in an organization life occur in the subjects stories, namely reorganizations (32,7%), change of a leader (19,9%), subjects requests regarding work problems or personal needs (13,3%), start of a new job (11,5%), changes in personal area and/or health (8,8%) such as young women back from maternity leaves or needing leaves for parents caring, acquired reduced work abilities, interpersonal conflicts (9,7%). We have mentioned the multiformity of negative acts perpetrated against the persons by means of even minor acts. Two areas are most frequently the target of violence, namely acts against the person (social isolation (76.1%), humiliations (65.0%), other subjects false charge of inadequacy or even culpability (56.6%) and acts against the function (intentional underrating or ignoring proposals (68.6%), professional demotion (68.1%), unjustified criticism (62.8%), work devaluation (59.7%), exclusion from work activities (57.5%), communications cut off (49.6%) with frequencies most often daily (57.1%), weekly (12.8%), monthly (4.9%). There are differences between men and women in the kind of violence exerted? The attacks on the person unrelated to the function at work are mainly used against women to exclude, isolate, humiliate, ridicule. The intention is to give a negative picture of the person as someone of no value or negative value, useless or even dangerous for the organization. Attacks to an individual professional career are mainly used against men to destroy their professional image, exclude them with attacks directed to role specificity. But in the whole finality and means used are related more to the subjects professional level and function rather that to gender (5). Along these ten years experience, through 1996-2008 we might find out whether the previously described characteristics have changed in time. Workers typologies have certainly become more differentiated. In the first years mainly higher levels managers and professionals with age ranges above 40 came to our attention, for whom we might view a precise project of their organization to create adverse conditions to cause their exit from their work environment, thus realizing what we call a strategic mobing. Afterwards we have observed an increase in more differentiated, less easily determined strategies, relying on more personal motives, i.e. fear, aversion, envy, jealousy, career motivations. This evolution is possibly due to the diffusion of higher levels of awareness in the world of work as well as an increase of situations describing a globally unsafe and precarious work environments. It is well known that mobing has the potential to induce psychopathologic, psychosomatic and behavioural health effects (6, 4). According to our data, the number of symptoms is not correlated to mobing length but a positive correlation has been observed between the number and seriousness of symptoms and the number and multiformity of negative actions suffered. Moreover the number of symptoms increases when attack are carried out with a daily frequency. In 66,8% of cases symptoms develop within one year from the onset of the negative work behaviors. As to subjects characteristics it has emerged the role of personal resources. Subjects with limited or absent personal resources, mainly in social relations and interests, show rapid depletion of resources also in other life areas, more severe symptoms, personality unbalance, onset of mobing related problems about three years earlier of subjects having good or even limited resources. We have also observed that the physical, psychopathologic, psychosomatic and behavioural disorders caused by psychological and sometimes even physical violence can be transient when the cause is quickly removed or the violence has not been too persistent and/or too intense and protracted but, when the cause cannot be removed or violence is heavy, these disorders can structure in syndromes such as psychosomatic (arterial hypertension, coronary heart disease, stomach ulcers, headache), psychopathologic (depression, anxiety disorder, phobic-obsessive syndrome), behavioural (auto and hetero-aggressive reactions, eating disorders, addictions, social isolation, sexual dysfunctions) syndromes. Similarly, distinctive personality modifications occur in a significant number of subjects, namely crisis of identity that is loss of self awareness as social subjects, increased suspiciousness and diffidence, feelings of estrangement at work and in social life, changes in the personal event response models, feelings of aggressiveness, rage, justice recognition need and loss of self esteem, resources, initiatives. Of the entire population examined at our Centre for suspected mobing, positive diagnoses of harassment related disorders represent about 50% of the total and the majority receive a diagnosis of adjustment disorder while a small number, about 9%, are recognized affected by a post traumatic stress disorder (Fig. 3). Fig.3 Another question we tried to answer was how situations develop? From 1997 to the end of 2006, 708 subjects have asked one or more follow-up, with an average of 70-80 subjects/year. In general, we have observed a high percentage of the adverse situation permanence, very few cases of improvement, a diminished capacity of the subjects in dealing with their life events in general, a reduced subject ability in controlling or influencing events and an increase of negative self evaluation and of impotence feelings. Soon after the beginning of our experience, other centres developed all over Italy and in 2001 a consensus document was issued giving an initial systematization to a bulk of information which was growing in a scattered and uncontrolled way. A Consensus Document was published in 2001(7) by a high number of occupational experts which opened the way to information and experience exchange. This process has continued in the last six years and its very recent issue has been the development of a National Network of Centres sharing methodologies and comparing results. The aim of the network is to develop a preventive strategy opening to a collaboration between public or private occupational health specialists and colleagues working in local occupational health services. The network includes today about 25 Centres mostly established in University Hospital structures. The network also helps to prevent the development of private centres more prone to look at mobing as a mechanisms automatically leading to legal controversies rather than finalised to prevention. The shared experience of the network has brought to the evidence that mobing must be included in the wider problem of psychosocial risks which are present in today workplaces and which can potentially give rise to specific pathologies such as stress-related disorders, burnout and of course mobing (8). In fact, according to our National Institute of Work Prevention and Safety (ISPESL) mobing, represents about 30% of social request which, on the contrary has disclosed different forms of discomfort present within the organizations which had not attracted the attention. It is a more generalized discomfort which can be clearly seen through the mobing glass but which more correctly should be related to the psychosocial risk area where mobing is certainly the best known aspect. To conclude, work causes injuries and sickness and, still too often, death not by fate, but through negligence. due not to the absence of standards, but to their violation. not because of poverty, but because of the lack of preventive measures. (International Labour Conference for decent work (ILO, 99) R e f e r e n c e s Leymann H. Mobing, Psychoterror am Arbeitsplatz und wie man sich dagegen wehren kann. Reinbeck bei Hamburg: Rowohlt, 1993. Cassitto M.G. Molestie morali nei luoghi di lavoro: nuovi aspetti di un vecchio fenomeno. Med Lav 2001; 92: 12-24. Cassitto MG. Antisocial behaviors at work: Definition, processes, conditions, characteristics and consequences. Homeostasis 2000; 40: 1-2. Punzi S., Cassitto M.G., Castellini G., Costa G., Gilioli R. Le caratteristiche del mobing ed i suoi effetti sulla salute. Lesperienza della Clinica del lavoro Luigi Devoto di Milano. Med Lav 2007; 98: 267-83. Cassitto MG. Esiste un mobing di genere? in Le discriminazioni di genere sul lavoro. DallEuropa allItalia. Smuraglia C, ed. Ediesse Saggi, 2005 Gilioli R, Cassitto MG. Work abuse: post-traumatic-stress disorder or adjustment disorder? A clinical study of 48 cases. Proceedings of the International Symposium Psychological Stress at Work. FIOH, 7-9 June 99 Consensus Document. La Medicina del Lavoro, vol.92, n.1, Gennaio-Febbraio 2001, Ed. Mattioli, Fidenza . Cassitto MG. Aspetti dello stress occupazionale e sue conseguenze: esperienze concluse ed in corso del gruppo Rischi psicosociali negli operatori della sanit. In: L. Alessio , Giornale Ital Med Lav Erg 2008; 30: 233-4. WHO ISPESL ICP - IST. Raising awareness of Psychological harassment at work. Protecting Workers Health Series No 4. Milan/Geneva: World Health Organization, 2003. Fig. 1. Patients examined for suspected harassment at CDL from 1997 to 2007 (n=4473)  EMBED PowerPoint.Slide.8  Fig. 2. Mobbing related disorders: age  EMBED PowerPoint.Slide.8  Fig. 3. Diagnosis in 300 cases of mobbing-related disorders in the Centre for Occupational Stress Clinica del Lavoro Luigi Devoto A) Cases with no Mobing (35,7%) B) Cases of Adjustment Disorder (AD) compatible with Mobing (55,7%) C) Cases of Post Traumatic Stress Disorder (PTSD) compatible with Mobing (8,7%)  S A } E T A K PSIHOLO`KO UZNEMIRAVANJE NA RADNOM MJESTU. TALIJANSKO ISKUSTVO M. Grazia Cassitto, S. Punzi i A. Kostelic Psiholoaki stres pri radu postao je jedna od glavnih tema novog stoljea, a uznemiravanje na radnom mjestu, iako je oduvijek postojalo i bilo proaireno po svim profesionalnim sektorima, takoer se sve viae spoznaje u devedesetima, jer mu pogoduju promjene koje su se pojavile u organizacijskoj radnoj klimi. Zbog toga se osjetilo potrebu za boljim razumijevanjem tih problema, njihovih uzroka, proairenosti, posljedicama i strategijama prevencije. Otkako je naa Zavod postao referentna to ka za itavu zemlju, u suradnji s Nacionalnim institutom za sigurnost i zdravlje (SPESL) razvio je specifi na dijagnosti ka sredstva i protokole, provodio te ajeve za lije nike medicine rada i openito zaposlene u zdravstvu, mened~ere, nadglednike, sindikate i izdao publikacije za podizanje svijesti. Danas su razvijeni mnogi drugi centri po itavoj zemlji i stvorena je nacionalna mre~a koju koordinira SPESL i finalizira do metodoloake i dijagnosti ke homogenizacije. Osim poremeaja u vezi sa stresom, u naaem je Centru od 1996. godine pregledano viae od 4000 na mobing sumnjivih ~rtava.Raspravljat e se o njihovim zna ajkama, zlostavljanju u vezi s poslom i moguim problemima. Prevalencija mobinga na radnom mjestu kao i zdravstveno stanje ~rtava usporedivi su s drugim europskim podacima Klju ne rije i: mobing  otkrivanje  dijagnostiki elementi  dogaaji koji prethode mobingu - Italija HARASSMENT AT THE WORKPLACE, STRESS AND AIDS HORST HERKOMMER Situation in Germany In Germany there are approximately 50.000 people living with HIV or AIDS. Every year, 2.000 to 2.500 people discover their infection. Most of these people are at a stage in life, where they are still pursuing a career. Thanks to the achieved medical advances, the standard of living of infected persons has greatly improved and they are in most cases, not permanently incapable of continuing their work. People living with HIV/AIDS are not infrequently confronted with mobing or discriminatory behaviour at their place of work. Mobing can greatly influence the self-confidence of the person concerned and lead to a psychological or physical illness. At the centre of the discrimination and mobing, are in many cases false beliefs, prejudices and a lack of knowledge. Information and an open communication system within a company are therefore of vital importance and aid in decreasing unsustainable fears. HIV/AIDS infected persons should not be excluded from professional life. For the Bundesagentur fr Arbeit (Federal Employment Office) it is indisputable, that unemployed HIV infected persons can and must be wholly included in the advisory service, qualification and work placement process. Many AIDS-Hilfen and advisory centres for HIV infected persons insistently describe the disadvantages which infected persons suffer in their search for employment or further training. Due to this, there is a need for HIV/AIDS education within career agencies and the medical insurances about the ability of chronically ill persons to continue their profession. Overview HIV / Aids in Germany Harassment at the workplace in Germany Magnitude of the Problem Every day life of a person living with HIV/AIDS The workplace and HIV Job application, recruitment, medical exams Projects / Perspectives / Solutions Fig. 1. AIDS-incidence in Germany Cumulative incidence per million inhabitants HIV/AIDS in Germany Table 1. HIV/AIDS in numbers Total number since the beginning of epidemic~ 86.000 Total number of deaths since the beginning of the epidemic~ 27.000 Persons living with HIV / AIDS at the end of 2007~ 59.000 - Men~ 49.000 - Women~ 10.000 - Children~ 350 Beneath this: persons with AIDS~ 9.500Number of new infections in Germany~ 3.000 - Men~ 2.400 - Women~ 600 - Children~ 25Cases of deaths in 2007 ~ 650 In the Federal Republic of Germany there are approx. ~ 59,000 HIV-positive persons (PLWH). 27,000 people so far died of AIDS. There are 2,500 to 3,000 new infections per year. 52% of all AIDS-patients come from large cities. HIV and AIDS in Hesse 4,500 up to 5,700 PLWH live in Hesse. 57 % live in the Frankfurt/Main area, i.e. approx. 3,250 persons. Up to now there have been 2,224 AIDS-cases. 1,479 patients died. Presently, about 745 persons have AIDS. Stresses and strains at work Stress is the second most common work-related health problem, which concerns 28% of the employees in Europe. 40 million people experience stress factors on the job. 23% of the employees report a condition of general fatigue and 4% of the employees are exposed to the physical force of strangers. The consequence is that more than one million working days are lost (European Survey on working conditions, 2000). Definition The generally used definition of harassment at the workplace is as follows: It refers to a conflict-loaded communication on the job between colleagues or between superiors and their subordinates. The attacked person is in an inferior position, and is directly or indirectly attacked systematically over a longer period of time by one or more persons, the goal being the exclusion of the attacked. Symptoms in general Symptoms frequently include difficulties in concentrating and disturbances of the memory and of the sleep, as well as nervousness, depressive phases and chronic fatigue syndromes, phobic reactions (above all increased fears of failure) and somatic disorders, crises concerning self-esteem, post traumatic stress syndrome, tinnitus, suicidality, an increased consumption of medications and often alcohol abuse. Specific symptoms Specific symptoms can also include the feeling of leading a double life, of split realities (on the one hand HIV or AIDS, on the other hand a healthy, functioning employee). States of anxiety up to generalized feelings of distrust can arise. Other possible symptoms are the loss of the individuals vocational identity up to complete social isolation. Aggravating factors are the existence of additional, specific, personal problems, which can lead to an exacerbation of the situation and to a crisis in life. Forms of harassment at the workplace Fig. 2. Forms of harassment at the workplace Source: Meschkutat et al, Der Mobing-Report, 2002 Harassment at the workplace at different levels When looking at the hierarchy of the company, with regard to harassment at the workplace mainly a top-down approach can be observed. Apart from that the employees sex plays an important role. Harassment at the workplace differs, depending on sex and age. The ratio of female employees affected by harassment at the workplace is 3.5%, compared to a ratio of 2.0% for males, i.e. the risk rate for females is approx. 75% higher. Fig. 3. Harassment at the workplace at different levels  EMBED MSGraph.Chart.8 \s  Harassment at the workplace by age and sex Harassment at the workplace consequences in figures and facts: In an enterprise with 1.000 employees between 1.5% and 3.5% are affected, i.e. about 15 - 35 employees. Countrywide about 1.5 million employees have been exposed to harassment at the workplace. Increased absence from work due to illness, costs for medication, convalescent care, therapeutic treatment, early retirement etc. are the consequences of harassment at the workplace and cause costs of up to 75,000 per person which have to be borne by society. In one out of 5 cases of suicide or attempts to commit suicide harassment at the workplace has been a contributing factor. Table 2. Incidence of mobbing for age and gender Age20-3030-4040-5050-60Male4%35%46%15%Female17%36%34%13% Fundamental facts In a public health policy directed at the fight against HIV/Aids, which is based on prevention, non-discrimination and granting affected persons equal chances play a substantial role. Or like Nelson Mandela expressed it: AIDS is no longer (just) a disease. It is a human rights issue. HIV and working life Due to the fact that their colleagues and superiors lack information or only have outdated information about the disease, many people living with HIV/Aids experience social marginalization and / or discrimination at the workplace or are threatened by it. Therefore, having HIV/AIDS at present is a topic of high relevance for personnel management. ATLIS The results of the important survey ATLIS (AIDS Treatment for Life International Survey) in which almost 3,000 HIV patients from 18 countries participated, shows a global necessity for an improved knowledge about HIV/AIDS and for an intensified dialogue about the quality of life. More information under:  HYPERLINK "http://www.iapac.org/" http://www.iapac.org/ ATLIS Results 54% indicated to feel veryor a littleanxious about the fact that others might know their HIV status. 83% indicated that this could be attributed predominantly to their fear of social discrimination and stigmatization. Likewise, they were worried about specific consequences such as the loss of family and friends (41%), the effects on their chances concerning partnerships (37%), the risk of losing their job (36%) and the effects on their reputation (36%). That shows clearly that the way the public handles this disease is regarded as threatening. Employment search Many (almost all) do not disclose their HIV status, and are therefore exposed to additional stress factors. With regard to job applications and recruitment, people living with HIV or AIDS are in a disadvantageous position. Labour law: new appointments The question whether a person is infected with HIV infection is not permitted. However, the question whether someone has AIDS is allowed? That is problematic nowadays, since this regulation came into existence at a time when the course of the disease was quite different from today. With regard to pre-employment medical examinations, the HIV test is voluntary. Labour law, fundamentals Pre-employment medical examinations aim at assessing the suitability, fitness for work, and possible dangers that a potential employee may pose to others Labour law, legal foundations: HIV-test According to the German employment agency, the Bundesagentur fr Arbeit, there is no occupation, for which an HIV test is a mandatory requirement. An exception is given in the case of government officials, where it is a matter of discretion whether an HIV test is demanded or not. Thus, there is no legal basis for demanding an HIV test. The results of a voluntary test may not be communicated to the employer (medical secret). A fundamental question of the labour law is the suitability for the job, and this is a factor which is not influenced by an HIV infection. The same applies to the ability to work, which says hardly anything about the prognosis for the period after employment has begun. Finally, endangering others. On this the disease only has a minor influence: perhaps, depending on the job, but under normal conditions, if regular standards of hygiene are observed, than that is sufficient for preventing that the disease poses a threat to other employees, and thus, the observation of regular standards of hygiene is perfectly sufficient in a vocational context. Labour law, basic principles The goal of a pre-employment medical examination is a result in the form of a medical expert opinion indicating: suitable or not suitable. When looking at the fundamental principles of labour law, one arrives at the conclusion that PLWH have the right (every right) to conceal the HIV infection. Beyond that, the following applies: An employer is not entitled to demand that employees remain healthy during their entire working life. Source: W. Plesmann Working life The therapies available today substantially prolong the life expectancy and ability of PLWH to participate in working life. Since the end of the 90's intensified efforts are being made to reintegrate PLWH into the working life. For this purpose specialized advisory services are provided. Approx. 50% of PLWH in Germany work (estimate of Krey/Link UP employer initiative). # A study with 233 HIV positive participants in Berlin of which 42.6% were employed and 57.4% were not employed showed that more than three quarters of them want to work again (AIDS & Arbeit, Berlin, 1998). Working world Some data from a study carried out by the German statutory health insurance fund AOK in which the absence from work due to illness caused by HIV/AIDS was examined showed among other things that - on average - men were on sick leave for 34 days and women for 28 days annually. The duration of the time they were absent from work was again clearly reduced after the improved therapies had been introduced. (Members of the statutory health insurance fund AOK at the deadline of July 1, 2004 = approx. 33% of the insurants in the statutory health insurance). The current situation is that HIV/AIDS has become a chronic disease. In the working world the following tendencies can be observed: In a changing society with a growing life expectancy the term overaged population was developed by the health services. About 40% of the population in Germany is chronically ill with, the consequence that the work performance fluctuates. Change is needed with regard to reintegration into the working life, workplace preservation, and increased flexibility concerning possibilities for employment and differentiated qualification measures particularly for older employees. The reality of working life The problems in working live are above all due to the fact that most employees conceal that they are living with HIV/AIDS. The hiding of disabilities makes it easier to continue and stand their ground in working life for many years without being subjected to discrimination. Furthermore, among colleagues, irrational fears of infection shape the picture associated with AIDS patients (no idea about the life of PLWH). Working life: problems Here an excerpt from a person concerned: HIV is not a reason for a dismissal, but a reason to quit. In the long run covertness and leading a double life cause many of those affected to become ill. In order to bring about change, and to make it possible to live with and discuss about the disease in an open and positive way, information campaigns in the working environment are necessary. That means to put into practice the ILO guidelines (see: Ein praxisorientierter Leitfaden der IAO zu HIV/Aids in der Welt der Arbeit:  HYPERLINK "http://www.ilo.org/public/english/protection/trav/aids/code/languages/german.pdf" http://www.ilo.org/public/english/protection/trav/aids/code/languages/german.pdf). But experience in the working world shows the following: I recommend telling only close friends the truth. Acquaintances are given the information: leukaemia. These people have met () many who lost their job due to harassment at the workplace or have been forgotten by their best friends. Seen from this perspective, concealing it (the HIV infection) was right. (Woman NN, 66 years) Working life and the HARTZ IV concept For explanation: Hartz concept is the name given to the recommendations resulting from a commission on a series of reforms to the German labour market titled Moderne Dienstleistungen am Arbeitsmarkt. The concept has been named after the head of the commission Peter Hartz. The HARTZ-concept concerning the reforms to the labour market comprises 13 innovative modules according to which the own integration efforts of the unemployed form the central part of this type of employment promotion, which often results in benefit cuts. Following the English model, the job agencies have been given the name job centres. Apart from the past services of the job agency, the job centres take over the job-related advisory services and support provided by the social welfare authority, the youth welfare office, the housing office, substance abuse counsellors and debt counselling, liaising with the personnel service agency (PSA). The placement officers, now called case managers, are disburdened from administrative tasks and other duties and concentrate on maintaining contacts to enterprises and on the acquisition of placements. Able to work ( 8 sub-section. 1 SGB II, German Social Security Code) is anyone, who at present or in the foreseeable future (6 months) is able to consistently work for at least three hours daily under the usual conditions prevailing at the general job market, and who is not unable to do so because of an illness or handicap. With regard to the employment services provided, the attorney Jakob Hsl from Cologne states that in his opinion with Hartz IV people living with HIV/AIDS have now by far fewer chances to find a job than before. The problem lies in the fact that the employment agencies are now responsibly for the employment and the granting of benefits. As soon as a PLWH requests the benefits s/he is entitled to, the employment officer finds out about the illness, so Hsl. Once it has been discovered that a person is living with HIV/AIDS that person will hardly stand a chance on the German job market, and consequently the case manager will reduce his efforts to assist in finding employment, continues the Cologne lawyer. The problems of getting assistance from the employment agency are aggravated by incorrect information/wrong advice by ARGE, i.e. job centre employees (e.g. the diagnosis HIV infection is passed on to the employer). A decrease and/or a renunciation of applications for a disease related increased demand is to be noted thanks to the enforced outing. The most important demands concerning the employment agencies are that their employees are given up-to-date, fact based information on HIV/AIDS (advisors and heads of departments). Likewise, a continuous training of the medical services on the current and changed disease pattern of HIV/AIDS is necessary. Conclusion The fundamental principles on which the procedures at the workplace against the epidemic should be based are: the acknowledgment of HIV/AIDS as problem concerning the workplace, non-discrimination during the recruitment, equal treatment of sexes, examinations and privacy, social dialogue, prevention, assistance and support. AIDS in the working environment: that means to demand necessary changes in society and also to demand that people living with HIV/AIDS are given better chances to get their share on the job market. There are more and better possibilities to openly lead a positive life also in the working world. Fig. 4. Together against AIDS  R E F E R E N C E S 1.. Epidemiologische Kurzinformationen des Robert Koch-Instituts, 2007. 2. http://www.eurofound.europa.eu/ewco/surveys/index.htm 3. Meschkutat B, Stackelbeck M, Langenhoff G. Der Mobbing-Report, Berlin, October 2002. 4. Anti-Mobbing e.V., http://www.muenster.org/antimobbing/studie.html 5.Journal of the International Association of Physicians in AIDS Care (JIAPAC), August 2008 6. http://www.iapac.org/ATLIS-PRESS.html 7. Plesmann W. Einstellungsuntersuchungen im Gesundheitsbereich. Alte und neue Probleme bei der Einstellung von HIV-Infizierten, Mnchner Aids-Tage, 2004 8. Keller-Ebert C; Schobert B. Abschlussbericht zur Evaluation der EQUAL-EP LINK-UP, 2008. 9. http://www.schwulenberatungberlin.de/, Projekt: AIDS & Arbeit, Berlin, 1998 10. ILO guidelines, http://www.ilo.org/ 11. Senioren-Ratgeber, S. 38 ff, Oktober 2008 12.Bundesministerium fr Arbeit und Soziales, Erstes Gesetz fr moderne Dienstleistungen am Arbeitsmarkt, 2003 13. Hsl J; Jarke J. Rechtliche Informationen zu HIV und Aids, JUR-INFO, Nr. 2, 2008. S A } E T A K Zlostavljanje na randnom mjestu, stres i HIV/AIDS H. Herkommer U Njema koj s HIV-om ili AIDS-om ~ivi oko 50 000 ljudi. Svake godine tu infekciju otkrije 2.000 do 2.500 ljudi. Veina tih osoba joa je uvijek u dobi u kojoj im je stalo do karijere. Zahvaljujui postignutim napretcima u medicini standard se ~ivota inficiranih osoba znatno poboljaao i oni u veini slu ajeva nisu trajno nesposobni nastaviti obavljati svoj posao. Ljudi koji ~ive s HIV/AIDS-om nerijetko se na svom radnom mjestu su eljavaju s mobingom ili diskriminacijskim ponaaanjem. Mobing mo~e znatno utjecati na samopouzdanje takve osobe i dovesti do psiholoake ili fizi ke bolesti. U srediatu diskriminacije i mobinga u mnogo su slu ajeva kriva vjerovanja, predrasude i neznanje. Zbog toga su informiranje i otvoreni komunikacijski sistem u tvrtki od vitalne va~nosti i od pomoi u smanjivanju nepodnoaljivih strahova. Osobe inficirane HIV/AIDS-om ne bi se smjelo isklju iti iz profesionalnog ~ivota. Za njema ki je Savezni ured za zapoaljavanje neosporivo da nezaposlene osobe zara~ene HIV-om mogu i moraju biti u potpunosti uklju ene u savjetodavnu slu~bu i kvalifikacijski radni proces. Mnogi centri za pomo pri AIDS-u i savjetodavni centri za osobe zara~ene HIV-om uporno opisuju atete kojezara~ene osobe trpe tijekom tra~enja zaposlenja ili daljnje izobrazbe. Zbog toga postoji potreba za edukacijom o HIV/AIDS-u u agencijama za zapoaljavanje i medicinsko osiguranje o sposobnosti kroni no bolesnih osoba za nastavak njihovog zanimanja. Klju ne rije i: mobing, HIV, AIDS, stres STRESS IN STUDENTS KARLY DAVID RUDINSKY and JADRANKA STRI EVI INTRODUCTION Stress is defined as an emotional perception of a certain event, perceived as dangerous for either physical or psychical well-being of an individual. The events in reference are usually classified as stressors, while human responses to such events are termed stress-induced reactions or stress responses. The field of expertise concerned with the research aiming at elucidation of the modes of joint action of stress and other social and psychological factors to the end of disease development, commonly goes by the name of behavioural medicine or medical psychology (1). PERCEIVING STRESSFUL EVENTS The events perceived as stressful commonly fall into one of the following categories: traumatic events beyond usual human experience, unforeseen events or those impossible to control, major changes of living circumstances, or inner conflicts. Acute stressors are of short duration; imagine, for example, being stuck in a traffic jam while going on an important job interview. Chronic stressors are those of prolonged, even infinite duration; imagine, for instance, being stuck in a bad marriage. The source of stress may lie within a persons nature, and may be impersonated by the conflict of his/her motives or desires (2). Sources of stress The most obvious sources of stress are natural catastrophes, such as earthquakes and floods, anthropogenic catastrophes like wars, catastrophic accidents in terms of motor vehicle or plane crashes, and assaults like rapes and attempted murders. Psychological responses to such events are astonishment (stupor, obfuscation), passivity, wariness, and anxiety. Stress may be caused by an inner conflict, as well unresolved issues perceived either on conscious or subconscious level. Stress responses may include the release of additional amount of sugar from the liver, release of endorphins and ACTH, muscle tension, rapid breathing, elevated blood pressure, cognitive impairments, dilated pupils, apathy and depression, fastened heartbeat, anger and aggression, fastened metabolism, anxiety, and other physiological and psychological reactions (3). The state of nervous tension The most common reaction to stressors is the posttraumatic stress disorder (PTSD), constituted of four groups of symptoms: marked withdrawal and detachment from an everyday life, re-evocation of traumatic experience, sleep disorders, trouble focusing, and an overwhelming feeling of guilt for staying alive. Anger combined with aggression Another common reaction to a stressful situation is anger that may easily lead to aggression. On occasions, the source of frustration remains unclear, so that the affected person is not quite sure who to attack; in certain cases, the transfer of aggression may occur as well. Though aggression represents a common response to frustration, the likelihood of an opposite reaction withdrawal and apathy, is virtually the same. Provided that stressful circumstances continue to exist, and that an individual is incapable of dealing with them, apathy may become more profound and transform into depression. Cognitive impairments Challenged by powerful stressors, people often display not only emotional responses, but also cognitive impairments. This decrease in cognitive functioning manifests itself in trouble focusing and trouble organising ones thoughts in a logical manner. As a consequence, a poorer performance may be expected, especially with more complex tasks. STRESS-INDUCED HEALTH IMPACT The attempts to adapt to continuous presence of a certain stressor may exhaust somatic resources, and make an organism more vulnerable and illness-prone. Chronic stress may result in physical disorders in terms of ventricular ulcer, elevated blood pressure and cardiac conditions, together with immune system impairments resulting in the reduction of defensive resources when under bacterial and viral attack. Physicians have estimated an emotional stress to be one of the major players in over half of health conditions. It affects an individual proneness to infectious diseases, allergies, and various forms of cancer. Negative indicators When stressed, the likelihood of caring about our health decreases. Negative health-related behaviours may lead to overestimation of the underlying stress. People not getting sleep enough have trouble remembering, learning, reasoning, and calculating. Markedly poorer results in solving mathematical problems and tasks descriptive of creative thinking capabilities, call for no more than two nights of sleep deprivation (i.e. of sleeping less than 5 hours per night). Positive health-related behaviour may aid in reducing the stressfulness of life, and the risks of catching a serious disease or experiencing the progression of the existing one. STRESS IN STUDENTS A number of situations and social relationships present in academic communities may pose as a source of stress for young people of all age. It is highly likely that stressful experience gained at school, will bear a more significant impact on children witnessing similar events in their families as well. The latter children are much more vulnerable, since they hold themselves in a much lower esteem, are less supported, and possibly also have lower means at their disposal. Possible sources of stress in children and adolescents in an institutional schooling system are: hierarchy (type of school), (non)selectivity, the mode of performance validation, encouragement of competitiveness, and so forth. Throughout schooling, adolescents are constantly burdened with the imperative success which represents a powerful regulator of inter-student, but also tutor-student relationships. Apart from educational achievements, the attendees of such schools are in some countries faced also with high extra-tuition standards. Stresses generated under such circumstances may be extremely profound, and bear drastic consequences (attempted or committed suicides, poorer performance and educational achievements). Several newly-conducted studies devoted to stressful events faced by adolescents in school settings, have revealed the exams to be the most common cause of stress of them all, followed by an exam failure or a grade poorer than expected or hoped for, overwhelming tutors requests, and conflicts with tutors. According to the Cavell & Kelley study (4), students perceive the exams and school failures at school as mighty stressors. EXAM FEAR Two major components are in the game: concern and excitement. The grounds for concern are negative thoughts about possible content of the exam and its final outcome. The excitement emerges from both affective and physiological reactions. Studies have shown that, while tested for their knowledge, those extremely anxious and those only a bit anxious do not differ in their physiological reactions, just in their cognitions. Those more anxious are more occupied by distracting thoughts; they contemplate about the gravity and consequences of a possible failure. As regards the emotional component pertaining to the examination results, research results are not always unanimous. Some researchers have found negative correlations between the two, while others claim the absence of any correlation whatsoever. Exam-induced anxiety is aggravated by situational factors (e.g. stringent attitude of the tutor). The Hong Kong study (5) has demonstrated that, in addition to situational factors present in school settings, exam-induced anxiety may as well be affected by general living conditions of the target student group. A number of foreign authors have shown the exam-induced fear to be more prevalent among students of lower socioeconomic standing, possibly because of their striving to outclass their social standing by virtue of their school results, and are therefore more concerned about their successfulness in this regard. It is highly likely that the relationship between socioeconomic standing and exam-induced anxiety may be mediated by additional variables of both cultural and familial origin (e.g. educational level of family members). Students phobia One cluster of severe functional disorders, seen in academic settings, has arisen on the grounds of various stressor impacts. In some cases, a students refusal to leave his/her hometown and study in some other, may definitely be motivated by inability to separate from the mother due to stressful events experienced in early childhood. However, the prerequisites for the development of such a disorder are predominantly tied up with academic context, i.e. the role of being a student. While entering the university, one can be immature (not ready to go to college); this reluctance may be of a personal (emotional and social), but also of a functional (cognitive, verbal) nature. When faced with tuition requirements, these students will repeatedly fail and re-experience negative evaluations witnessed by their colleagues. Negative evaluations and poor results will cause fear from their parents, but also from their lecturers and peers. Should this state prolong, fear from studying may develop into students phobia, exhibiting a full scale of pertaining complaints, such as headaches, sleep disorders, and vomiting. Transition to another educational level Apart from the stress first experienced by schoolchildren with the enrolment into primary school, transitions to further educational levels have been proven stressful as well. For instance, as compared to primary school, but also to some other secondary schools, high schools have proven to harbour a higher number of children developing depressive symptoms and other somatic disorders in response to what they perceive as a failure. The transition to higher grades or higher schools, calls for the adaptation to the novel educational surroundings, and often also for the compliance with the new educational standards. The latter reflects in an increased number of tutors, changes in house rules, and an increasingly distant relationship between tutors and students. Students are troubled by their feeling of anonymity, tutors alienation, a higher share of duties they are requested to complete on their own, and a higher level of competencies and skills these duties are calling for. Due to the overlap between the period of normative transitions into novel school settings and the period of sudden biological changes these children have to face in their lives, an interactive impact of these stressful events might occur (e.g. lower self-esteem mixed results, poorer schooling outcomes witnessed with transitions regardless of age; it is particularly pronounced at the age of 13, when both girls and boys tend to perform worse on the overall and in mathematics in particular). Transition from high school to university Alike the transition from primary to high school, for those decisive to complete academic education the transition from high school to university represents a huge event too. The transition in reference triggers the process of emotional and behavioural separation from the parental figures; the pre-described represents the developmental task expected to be completed at that developmental stage. In case a future student is forced to leave his/her home in order to attend the university someplace else, the transition in reference might be perceived as a sort of challenge, the one that would subsequently govern the handling modalities and the consequences of the transition. In some adolescents, going to college implies the termination of collegial, friendly and even romantic involvements. The generation as we know it gradually becomes dispersed throughout different colleagues and different university centres. The bonds become broken, even those pre-established with the peers who eventually decided not to go to the university; the breach in reference occurs on the grounds of differences in interests, concerns, values, and lifestyles. All of the aforementioned is more pronounced in students who left their places of residence in order to go to college. They are deprived from the presence of their loved ones, and might be forced to deal with more capital issues (provision of their sustenance, for instance). Peers and stress Mingling with other kids, joint activities and acceptance by peers, and development of friendships among children, represent the source of joy and satisfaction. Contrarily, rejection of peers, conflicts with them and termination of friendships, all represent stressful experiences that might bear adverse psychological consequences. Steadier peer groups are formed in the early primary schooling stage; for those who did not go to kindergarten, these experiences are the very first when it comes to larger group living. Only few months later, the position held by each and every child taking part in such a group can be determined. Among those positions, two most intriguing from the researchers standpoint are the position of a popular child and the position of a rejected child. One of the most common reasons for rejection was aggressive behaviour. However, rejected children are not unanimously aggressive but rather introverted, i.e. isolated by own choice (i.e. they are private persons who like to keep themselves to themselves). Aggressive behaviour and undeveloped social skills may result in rejection. However, the status of the rejected one frustrates children so much that they further pursue their aggressive behaviour, closing by that means the vicious circle. In adolescence, even more than in childhood, acceptance by the group and popularity among its members, as well as friendship with one or more persons, play a key role. Whatever the reason, if adolescents lack social skills, they are incapable of establishing close links to their peers and are prone to stress that may result in loneliness, poor in-school or professional adaptation, and even mental disorders. SEX-BASED DIFFERENCES It has been ascertained that stressful situations linked to inter-peer relations (conflicts, separations, disloyalty) cause depressive vulnerability, more typical of young girls than of young boys. The more pronounced vulnerability of young girls could be explained by the fact that during their high school age they consistently claim their romantic involvements to be very important for their self-perception. One study (6) reveals about 70% of adolescents to have at least one romantic involvement prior to high school graduation. The cessation of such an involvement can be very painful. Girls are more grief-stricken since, unlike boys, they refuse to believe that the breach of such a bond represents a major proof of independency. In fact, they do not care about the independency as defined above, but rather about their friends, and advice and support offered by the latter. When such a link gets broken, and all is gone, girls feel lonely, depressive and less lively. PARTNERSHIP As opposed to girls, boys do not tend to share their intimacy with their friends, and do not develop intense and deep inter-relations, so that the termination of such friendships does not bear so profound consequences as with girls. Friendly or romantic involvement may be the source of stress for the partner who feels insecure and has a lower self-esteem. Some partner-concerning situations (e.g. his/her going out with other persons), may evoke profound jealousy that represents a short-term stress reaction. Jealous persons often view their partners as very attractive and appealing, and themselves as inadequate and unattractive, or not attractive enough. Overestimation of the partner, accompanied by self-underestimation, deprives jealous adolescents from an adequate stress response. They resort to the strategy that may even worsen the relationship (e.g. chose to avoid or attack the partner). For the reasons stated above, jealousy may enhance stress and bear long-term consequences such as depressions, suicidal attempts, and alike. Research results reveal jealous boys to be more suicidal due to greater proneness to react on impulse, while girls are more prone to express their discontent with depressive symptoms. Regardless of the causes that led to the engagement into a sexual intercourse (love, curiosity, pressure exerted by the partner, or other), its consequences may represent a substantial source of stress encountered in adolescence. RELATIONSHIP WITH PARENTS While unsatisfactory relationships with peers, witnessed in childhood, are linked with poorer schooling outcomes, several authors have reported that link to be far weaker in adolescence; in the latter period, school performance is far more dependent on the relationship with parents. Even though young people seek independence from their parents, a fairly large body of evidence has suggested the key role of parental care in success of their children during schooling. CONCLUSION Adolescents are exposed to numerous and various stresses. Due to the notions gathered on stress in adolescence, a number of procedures and interventions have been developed, all aiming at alleviating stress-induced consequences. Future research should be directed towards evaluation of the efficacy of those interventions. It is also deemed necessary to further elaborate preventive procedures launched at familial, school, healthcare and wider social scale, so as to reduce stress-related risk in youth. R E F E R E N C E S 1. Taylor J, Willson G. Applaying Sport Psychology. NewYork: Human kinetics, 2005. 2. Atkinson/Hilgard. Uvod u psihologiju. Zagreb: Naklada Slap, 2007. 3. Lackovi- Grgin K. Stres u djece i adolescenata. Zagreb: Naklada Slap, 2000. 4.Cavell TA, Elledge LC, Malcolm KT, Faith MA, Hughes JN. Relationship quality and the mentoring of aggressive, high-risk children. J Clin Child Adolesc Psychol 2005. 5.Cheung CS, Pomerantz EM. Changes in Parents Involvement in Childrens Schooling during Early Adolescence in the US and China: Implications for Childrens Learning Strategies. Poster presented at the 20th Biennial meeting of the International Society for the Study of Behavioral Development, Wurzburg, Germany, August 2008. 6. Zarevski P. Psihologija pamenja i u enja. Zagreb: Slap, 2007. S A } E T A K STRES KOD STUDENATA K. D. Rudinsky i J. Stri evi Cilj rada je prikazati reakciju na negativni stres u tinejera koji se na na prijelazu u adolescenciju zbog promjena u odnosu na autoritet odraslih razli ito ponaaaju. Uporabljena je deskriptivna metoda rada. Zaklju eno je da se razdoblju odrastanja poveava uporaba manje prilagodljivih strategija suo avanja sa stresom, kao ato je uporaba droga, prekomjerna prehrana i mraavljenje. Klju ne rije i: stres, depresija, studenti ATTITUDES TOWARDS MOBBING, TAKEN BY MEDICAL STUDENTS ROSANDA MULI and ZLATKO KLJAJI INTRODUCTION In the literature published on a global scale, various authors use various mobbing-referring terminologies. The term  mobbing is most commonly used in Swedish, German, and Italian bibliographic sources, while in English-speaking countries the favoured term is bullying, correspondent to the US work abuse or employee abuse. Bullying is a term often encountered in English bibliographic sources in reference to harassment of schoolchildren either by other pupils/students or tutors. A number of attempts have been made to translate the word mobbing into Croatian. Some of the suggestions are as follows:  psihi ko zlostavljanje (psychical harassment, psychical abuse),  psihi ko maltretiranje (same as previous),  psihi ki teror (psycho-terror),  moralno zlostavljanje na radnom mjestu (moral harassment experienced at the workplace), etc. (1-4). The definition of mobbing was first proposed in 1984 by the German psychologist Heinz Leymann, one of the world most famous mobbing theoreticians: Mobbing or psycho-terror experienced at workplace, refers to a hostile communication systematically directed from one or more persons towards mostly one person who is, due to mobbing, put in a helpless position or deprived from the possibility to defend himself/herself, and who is kept in this position by virtue of constant mobbing activities. These activities are very frequent (initiated at least on a weekly basis) and prolonged (of at least six-month duration). Due to high frequency and long duration of the hostile behaviour, this kind of harassment leads to substantial mental, psychosomatic and social suffering (4). Mocking, slandering, threats, criticism of ones work, his/her rate of task fulfilment, intellectual capacities, combined with a salary putdown, relocation to a less paid workplace, eventually jeopardise the honour, reputation, integrity and human dignity of the threatened person often unable to recognise whats going on, and feeling helpless, oppressed, and miserable, tending to put the blame on himself/herself. When it comes to the Republic of Croatia, mobbing became an issue at the beginning of the 21st century. Mobbing can affect both women and men; however, women are victimised more frequently and are often helpless in this regard. Epidemiological indicators of mobbing frequency vary across studies. Data on the working category more commonly exposed to mobbing are contradictory: while some authors claim the target working group to be represented by less-educated workforce, studies exploring scientific communities have revealed frequent mobbing occurrences among scientists and scholars. Without a shred of doubt, the perception of mobbing plays a key role in this context. In support of that, the research carried out by Chinese authors revealed that mobbing may include not only psychical abuse, but physical harassment in terms of punching, as well. A large-scale study conducted in European Union member states has demonstrated every fourth worker to be harassed at least once in his/her working life. Mobbing triggers may differ in their nature and are mostly irrational: national and sex diversities, competition, educational background, etc. The research conducted by a group of Norwegian authors has shown that mobbing occurrences are more common in companies employing a large number of predominantly male employees, as well as in business entities operating in the industrial sector (6). Psychologists claim that mobbing foundations lie within the personality of the abuser (mobbing perpetrator, mobber), and boil down to inferiority, frustrations, and fear to lose concurred positions (1,2). Whereas mobbing leaves health consequences borne by the victim, ranging from those relatively mild to those most severe, such as suicide (7), and whereas mobbing victim most often seeks help from healthcare professionals, we were interested in attitudes taken by healthcare professionals, in particular medical students, towards the issue in reference. SUBJECTS AND METHODS The survey was carried out in 2008 by virtue of a self-assessment questionnaire. The subjects were guaranteed anonymity, and joined voluntarily. A total of 146 healthcare professionals were assessed: 49 physicians, 38 last year medical students, and 59 students attending the Medical College in Split (out of whom 46 already employed). The participating medical students were aged 25, physicians 54, and Medical College students 28 on the average. The investigators saw the opportunity for recruitment on the occasion of a congress attended by physicians from all over Croatia. A total of 61 questionnaires were distributed, responded in full by 49 physicians. The opportunity to poll nurses was taken during the course of tuition of the Medical College students, hosted by the Medical School University of Split. A total of 78 questionnaires were distributed, responded in full by 59 subjects. Medical students were also polled during the course of their tuition, more precisely at the beginning of the Public Health course; a total of 39 students were embraced, out of which 38 completed the survey. The questionnaire comprised a total of 20 questions. The first five questions aimed at collecting socio-demographic data on the subjects involved (gender, age, educational background, workplace private/public sector, years of working experience). The remainder of the questionnaire (i.e. the remaining 15 questions) were organised in the Likert scale fashion (the claims offered therein were ranked by the subjects from 1-5, 1 thereby standing for a strong disapproval, and 5 standing for a full approval of the claim in reference). Due to the small number of subjects and the dispersion of their answers, answers like I strongly disagree and I disagree were taken and marked as NO, while answers like I agree and I fully agree were taken and marked as YES; intermediate options ( I have no opinion on the matter , for example) were not included into the final analysis. The testing was completed using chi-squared (2) test. The statistical significance was estimated at p < 0.05 level. RESULTS The responding group was constituted of 118 (80.8%) women and 28 (19.2%) men. The physician arm constituted of 33 (67.3%) physicians engaged in the public health sector, 9 (18.4%) physicians holding the employer status, and seven (14.3%) physicians employed in the private practices. Out of 46 Medical College students who responded to our questionnaire, 38 (82.6%) work in the public health sector, and eight (17.4%) in private practices. Students attitudes towards mobbing do not significantly differ from those of physicians and nurses (Table 1). The difference was noted with the claim In case someone in our surroundings experiences mobbing, we should engage and aid the victim 8 (16.3%) physicians disagree, while medical and nursing students fully agree with the claim. This could be explained by the older age of the physicians involved (mostly falling into the age cluster of 50-59) and their previous mobbing experiences: 27 (55.1%) of participants constituting this study group reported repeated mobbing exposures, while 4 (8.2%) of them claimed constant mobbing exposure. The percent share of medical students convinced that mobbing can be independently diagnosed by Family Medicine practitioners, is higher than among their counterparts (Table 1). Table 1. Some answers extracted from the Mobbing Questionnaire ClaimMedical students Nursing studentsMedical Doctors  pYES NOYES NOYES NO1.Our society witnesses a high prevalence of mobbing82.1% 15.4%72.9% 23.7%85.7% 4.1%>0.052.Mobbing issues can be resolved by the mobbing victim alone, without anyones help4.1% 89.8%3.4% 88.1% 2.0% 87.8%>0.053.In case of mobbing taking place in our surroundings, we should engage and help the mobbing victim96.4% 0.0%96.5% 0.0% 79.6% 16.3%<0.054.Medical (nursery) students are exposed to mobbing exercised by some of their tutors87.2% 7.7%86.4% 1.7%88.7% 4.1%>0.055.Mobbing can be diagnosed by a Family Medicine practitioner 46.2% 50.0%22.0% 75.5%32.7% 46.7%<0.056.During my working age, I have experienced mobbing on one or several occasions-- --58.7% 36.9%63.3% 10.2%>0.057.The mobbing perpetrator was my immediate superior (my boss) -- -- 92.6% 7.4%93.01 6.09>0.05 DISCUSSION In the last ten years or so, the problem of work abuse (mobbing) has gradually become an issue of public concern, both in Croatia and its neighbouring countries. Concerns have been raised respective of mobbing frequency, but also respective of its deleterious impact on victims health. This problem, experienced by the modern society (even though mobbing was most certainly present earlier as well) and representing a highly undesirable phenomenon, may be addressed from psychological, social, medical, and legal standpoint (1,2,7-12). Mobbing is harboured and elaborated as such in the majority of modern societies and across various professions, but bears its specificities dependent on economic, cultural and social features of a certain community. Apparently, no profession is mobbing-spared. It exists in all types of organisations, and in all economic sectors, so that it may emerge in large companies and small enterprises, both those in governmental and those in private possession (6). As with many of our worries and concerns, the problem of violence largely lies within human nature, the latter also representing the solution to the problem (13). Mobbing is a form of aggression often easy to recognise, but sometimes also hidden and hard to describe, since the line between the firm management and mobbing is very thin. Causes of mobbing lying within organisational structure are as follows: poor working atmosphere, failures in work organisation, non-transparent business operations, and criminal activities masked by harassment of those pointing towards them. The abuser (a.k.a. the mobber) disrespects the victim on both personal and professional level. His/her major virtue is represented by the pathological behaviour typical of persons suffering from personality disorders: these persons are less capable, longing for power, and completely incapable of giving, providing empathy, and loving. Mobbing covers for their inadequacy and helplessness in some other sphere of their lives (most commonly their pitiable private lives burdened by marital or familial issues). They surround themselves with a group that serves the purpose of displaying their power and significance on the account of the victim. In numerous cases, the abusers feel low and subordinated; namely, any form of superiority covers for an impotence of a sort. The perpetrators often act out of fear; they are afraid of the lack of appreciation, or of turning into someone elses victim. Eventually, a paradox occurs: the perpetrator is the one having personality disorder issues, but the victim is the one forced to seek psychological aid. Adverse activities of the mobbing perpetrator, directed towards the victim, are violence, harassment, insulting, and violation; all of them represent mobbing indicators. Mobbing is most commonly hosted by professional organisations characterised by a hierarchical structure: public services, military collectives, educational and healthcare sectors. The study carried out in Bosnia and Herzegovina in the sample of 511 physicians of various specialist backgrounds, revealed 26% of participants to be constant mobbing victims (14). The study conducted in Turkey among 505 nurses, reported a high percentage (86.5%) of mobbing exposure, more frequently among nurses employed in private healthcare facilities (15). Mobbing-exercising methods seem to differ across countries and cultures. The study conducted in Taiwan, for instance, has demonstrated the existence of physical violence in as many as 35.1% of cases, while verbal harassment takes the lead in their last working year, 50.9% of employees experienced violence of that sort (10). Mobbing health impact is long-lasting and diverse: it ranges from fairly mild psychical disorders to suicides (7,9). Mobbing is a form of aggressive emotional abuse directed against victims personality, capable of destroying his/her emotional surroundings, in particular his/her family, in line with the posttraumatic stress disorder developmental model. The intensity and type of mobbing consequences depend on the factors falling into three different clusters: mobbing intensity, mobbing duration, and psycho-physical characteristics of the victim. The most common mobbing consequences are chronic fatigue syndrome, reactive states of depression and paranoid psychosis, chronic posttraumatic stress disorder, and suicide. Mobbing-exposed person gradually becomes unmotivated, less productive, prone to absenteeism and the development of psychical and physical disorders serving as the grounds for sick-leaves and early retirement (16). Efficient legal remedies capable of penalising the abuser are still lacking. The procedure of mobbing ascertainment is prolonged and tedious. Despite steadily increasing public interest in mobbing issues, witnessed by our society, we regret to state that Croatia lacks standardised mobbing-measuring procedures. One of the documents mentioning mobbing is the 2008-2011 National Programme of Protection and Promotion of Human Rights, adopted by the Government of the Republic of Croatia and published in the Official Gazette No 119, released on November 19th, 2007. Modern economic and social trends aim at gaining as high a profit as possible (neo-liberal capitalism) (17); in line with global competitiveness, modern workplace is designed so as to facilitate violent and inhuman treatment of the labour force. One of the forms of human rights infringement, witnessed only in occupational settings, is mobbing itself. An efficient containment of this occurrences calls for an adequate legal frame. Our legislation still lacks an adequate mobbing definition, but one has to admit that mobbing is hard to define though; the term can be used in a fairly broad sense of meaning, and include various forms of harassment from psychical and physical violence to economic loss and sexual offence. Mobbing victim is commonly a double one: exposed to harassment at his/her workplace and very often unappreciated at own home; this closes the vicious circle and results in long-tem health consequences. Various civic associations try to make the society more sensitive to that fairly new issue and help the victims; their success varies substantially. Epidemiological indicators suggest that every forth worker has experienced harassment at least once in his/her working life (4). Therefore, the odds for any of us to be put in a situation like this are even, though the chances for the perpetrator to succeed are less with more educated victims. Women are commonly exposed to mobbing and very often helpless. Mobbing has no beneficial effects on companys business operations, since it represents a form of targeted stress induction that yields negative effects (9). Being a pathological social phenomenon, mobbing significantly impacts working atmosphere and productivity, therefore calling for a strategic approach to the development of mobbing protection programme and organisation of actions aimed at in-house situation improvements. Mobbing does not represent a form of constructive conflict whose resolution may provide for the implementation of favourable changes. On the contrary, it represents a reflection of negative energy originating from advertent conflict maintenance and advertent preservation of the atmosphere of misunderstanding. Under such circumstances, communication becomes hostile, immoral and non-ethical (9,11). A number of mobbing claims has been filed, but sentences in favour of the claiming party exposed to mobbing are passed only on rare occasions. One of the reasons that might explain the situation lies within the fact that mobbing is hard to prove. In addition, according to the opinion of experts involved in this field of expertise, legal instruments available in the Republic of Croatia are still insufficient. Despite of the fact that this issue has caught the attention of a steadily increasing number of Croatian experts of various backgrounds, according to our opinion and experience, the possibilities of its resolving are mostly of a declarative nature. In a real-life practice, counselling institutions, outpatient clinics, and facilities and institutions offering help to mobbing victims, are rare to find, while the number of active associations is very limited. Education of each and every entity participating in the process of mobbing impact recognition and treatment, primarily that of healthcare professionals, is vital for the baseline problem resolution. Our study showed that physicians, medical students and nurses are fully aware of the strong presence of mobbing in our society. They are also aware of the fact that victimised person can not deal with this problem on his/her own. Medical and nursing students are more prone to personally help the victim than are the participating physicians; this could be explained by the older age of the latter and their adverse life experiences (87.5% of polled physicians reported mobbing exposure, either single or repeated, while 93.01% claimed being abused by their immediate superior, the boss). These data should be interpreted with caution, since the questionnaire used within the study failed to define mobbing as a systematic violence lasting for six months at the minimum (4); the adjudications were left at the discretion of the subjects. The majority of subjects is fully aware of the multidisciplinary nature of the problem, as well as of the fact that mobbing can be hardly diagnosed by a Family Medicine practitioner alone those being of the opposite opinion are mostly medical students (46.2% of subjects), while the physicians are not that convinced (32.7% of them voted in favour of the original claim). Causes of mobbing are also socially-dependent: values and standards respected by the society, its economic structure and philosophy, definitely affect organisational culture. Strong economic and financial competitions, and the reflections targeted solely on the final outcome, enhance conflicts and the attitude that one should succeed no matter what, and do so even at the expense of other person. Sole orientation towards success, the phenomenon more and more often seen in the modern society, results in the focus on success that can be measured in money and lead to the climbing up the hierarchy, all of that owing to the harassment (9). Apart from clear mobbing definition and criteria for its defining, clear diagnostic criteria and multidisciplinary approach to problem solving are required. One should bear in mind the possibility of abusers accusations against the victims, as well; the abuser may tag the victim as the perpetrator, and try to look like a victim. In other words, mobbing claims can be abused as well (18). Efforts engaged to the goal of making the society more sensitive to mobbing issues should be intensified, as should be the education of those participating in the working process. R E F E R E N C E S 1. Joki-Begi N, Kosteli-Marti A, Nem i-Moro I.  Mobing  moralna zlostavljanja na radnom mjestu. Soc psihijat 2003; 31: 25-31. 2. Kosteli-Marti A. Mobing: psihi ko maltretiranje na radnom mjestu. Zagreb: `kolska knjiga, 2005. 3. Tomei G, Cinti EM, Sancini A et al. Evidence based medicine and mobing. G Ital Med Lav Ergon 2007; 29: 149-57. 4. Leymann H. Mobing and psychological terror at workplaces. Violence and Victims 1990; 5: 119-26. 5. Paparella D, Rinolfi V, Cecchini F. Increasing focus on workplace 'mobing'. Dostupno na URL stranicama: http://www.eurofound.europa.eu/eiro/2004/02/feature/it0402104f.htm. Datum pristupa informaciji: 18. rujan 2008. 6. Einarsen S. Skogstad A. Bullying at work: epidemiological findings in public and private organizations. Eur J Work Organizational Psychol 1996; 5:185-201. 7. Pompili M, Lester D, Innamorati M i sur. Suicide risk and exposure to mobing. Work 2008; 31:237-43. 8. Russo A, Mili R, Kne~evi B, Muli R, Mustajbegovi J. Harassment in workplace among school teachers: development of a survey. Croat Med J 2008; 49: 545-52. 9. `oljan I, Josipovi-Jeli }, Jeli-Kia A. Mobing  zlostavljanje na radnom mjestu. Arh Hig Rada Toksikol 2008; 59: 37-42. 10. Chen WC, Hwu HG, Kung SM, Chiu HJ, Wang JD. Prevalence and determinants of workplace violence of health care workers in a psychiatric hospital in Taiwan. J Occup Health 2008;50: 288-93. 11. Rittosa D, Trbojevi Palali M. Kaznenopravni pristup problematici mobinga. Zb. Prav. fak. Sveu . Rij 2007; 2: 1325-51. 12. Hartig K, Frosch J. Workplace Mobing Syndrome: The Silent and Unseen Occupational Hazard. National Conference on Women and Industrial Relations, Brisbane 12-14, July 2006. 13. Pinker S. The Blank Slate: The Modern Denial of Human Nature. New York, Penguin Putnam 2002, 336. 14. Pranji N. Malea-Bili L, Beganli A, Mustajbegovi J. Mobing, stress, and work ability index among physicians in Bosnia and Herzegovina: survey study. Croat Med J 2006; 47: 750-8. 15. Yildirim A, Yilidrim D. Mobing in the workplace by peers and managers: mobing experienced by nurses working in healthcare facilities in Turkey and its effect on nurses. J Clin Nurs 2007;16:1444-53. 16. Maarit AL, Vartia MA. Consequences of workplace bullying with respect to well-being of its targets and the observers of bullying. Scand Work Environ Health 2001: 27: 63-9. 17. Mesari M. Dugoro na neodr~ivost tr~ianog fundamentalizma i neoliberalnog kapitalizma. Ekonomski pregled 2006; 57: 603-30. 18. Jarreta BM, Garcia-Campayo J, GasconS, Bolea M. Medico-legal implications of mobing. A false accusation of psychological harassment at the workplace. Forensic Sci Int 2004; 146: 17-18. S A } E T A K STAVOVI STUDENATA MEDICINE O MOBINGU R. Muli i Z. Kljaji U Hrvatskoj se o mobingu po elo govoriti na po etku 21. stoljea. Epidemioloaki pokazatelji pokazuju da je svaki etvrti radnik bar jednom u ~ivotu bio zlostavljan, stoga svaki od nas ima aansu biti u toj situaciji, iako se ini da je aansa da netko uspije u zlostavljanju manja, ako je ~rtva obrazovanija. }ene su naro ito esto izlo~ene mobingu i vrlo su esto bespomone. Iako joa uvijek nema pravnih instrumenata za sankcioniranje zlostavlja a, prva presuda u korist ~rtve mobinga, ~ene i znanstvenice, donesena je u Hrvatskoj u listopadu 2006. godine. Povodi za mobing mogu biti razli iti i naj eae su iracionalni: nacionalna i spolna razli itost, konkurencija, obrazovanje itd. Pretra~ivanjem stru ne medicinske literature (MEDLINE) na temu mobinga u Hrvatskoj nije pronaen niti jedan rad na tu temu. Edukacija studenata Medicinskog fakulteta u Splitu o mobingu odvija se na Katedri za javno zdravstvo u okviru teme Uloga radne sredine u zdravlju i bolesti u predmetu Socijalna medicina te u okviru predmeta Zdravstvena ekologija, medicina rada i porta pod nazivom Zlostavljanje na radnom mjestu (Mobbing). Da bi se mobing prepoznalo, dijagnosticiralo i prijavilo treba educirati, izmeu ostalih, i zdravstvene radnike. Zdravstveni radici su oni od kojih e osobe izlo~ene mobingu prvo potra~iti pomo. Zanimalo nas je kakvi su stavovi zdravstvenih radnika, posebice studenata medicine o mobingu. Ukupno je, anonimnim anketnim upitnikom, ispitano 146 zdravstvenih radnika: 49 lije nika, 38 studenata zavrane godine medicine i 59 studenata visoke zdravstvene akole u Splitu (od toga 46 u radnom odnosu). Prvih pet pitanja odnose se na socio-demografske podatke o ispitanicima (spol, ~ivotna dob, obrazovanje, radno mjesto  privatni/javni sektor, godine radnog sta~a). Drugi dio (15 pitanja) vrednuje tvrdnje ljestvicom po Likertu (1-5, pri emu 1 ozna ava potpuno neslaganje, a 5 potpuno slaganje s navedenom tvrdnjom). Stavovi studenata o mobingu ne razlikuju se zna ajno od stavova lije nika i medicinskih sestara. Jedino je uo ena razlika kod tvrdnje  Ako se nekom u naaoj blizini dogaa mobing trebamo se anga~irati i pomoi osobi  8 (16,3%) lije nika se ne sla~e s tom tvrdnjom, dok u toj kategoriji nema studenata medicine i sestrinstva. Tu bi se pojavu moglo objasniti viaom ~ivotnom dobi lije nika (najviae ispitanika u ~ivotnoj dobi 50-59 godina) i dosadaanjim iskustvom s mobingom: 27 (55,1%) ispitanika iz te skupine izjavilo je da je viae puta u ~ivotu bilo izlo~eno mobingu, a 4 (8,2%) odgovorilo je da je stalno izlo~eno mobingu. Zaklju ujemo da pristup rjeaavanju mobinga mora biti multidisciplinaran. Edukacija svih sudionika, u prvom redu zdravstvenih radnika, klju ni je uvjet po etka rjeaavanja problema. Klju ne rije i: mobing, studenti medicine ADVANCED EMOTIONAL INTELLIGENCE AS ONE OF THE OCCUPATIONAL STRESS-COPING MODALITIES lucija ba i and dalija kuva i INTRODUCTION Stress, as a sense of incapacity to control the course of events, has become an inevitable part of any humans life. It poses as one of the major factors directly contributing to a multitude of diseases suffered by contemporary mankind; according to research data, the diseases in question are exactly those quoted among the most frequent causes of fatal outcomes (for instance cardiovascular diseases, strokes, etc.) (1). The manner of challenging stress and copying with it is basically a manner in which each of us responds to various stressful occurrences and situations on an individual mental, physical and emotional level. Stress is a state of tension generated by responses to demands and pressures originating from external sources falling into professional, familial and other domains, as well as to challenges originating from inner sources that are self-generated and imposed as self-demands, self-responsibilities and self-criticism set and entailed on an individual level. The condition in reference results in body misbalance and seeks extra efforts oriented towards the adjustment to current situation. In humans, the state of stress (2) manifests itself with a number of mental, physical and emotional signs, and has an adverse impact on overall health and private, social and professional spheres. Emotions represent one of the genuine human potentials that start to develop from an early childhood and continue to develop throughout the entire lifespan. In the age of growth and maturation, this emotional development is largely subconscious, dependent on the type and number of situations faced by an individual. Later on, emotional intelligence-related skills are acquired by virtue of a conscious, deliberate learning process. The capacity to recognise emotions and feel them, actually indicates the developmental level an individual managed to attain; it depends on own desires and deliberate actions taken by an individual to the goal of better understanding own self through emotional perception and sharing. Emotions, viewed as sensations that had already been experienced at some point, can be remembered for good and changed, negated or managed throughout life. The perception of stress and emotions (3) is a result of self-assessment and different meaning attributed to them by each and every individual; this meaning might bear a positive, a negative or a neutral connotation. Eventually, this subjective perceptions shape our opinion, our mood and our behavioural path; based on the aforementioned, we subsequently tend to create the impression about our familiarity with own emotions and the successfulness of their management. Based on these grounds, we also come to recognise the emotions displayed by others, and manage inter-personal relationships. By getting to know ourselves through emotional component of each and every intra- and inter-personal relationship, we provide for the prerequisites allowing for an easier and quicker recognition of stress, as well as for timely and foremost efficient stress-restraining reaction and control, to the effect of alleviating its unfavourable, adverse consequences. Within this framework, the link and mutual conditionality of stress and emotions were attempted to be revealed by an observational study of one of the two aspects that constitute the fundamentals of emotional intelligence; the idea was to see how well and to what extent do we manage to cope based on such intelligence, and how do we respond to various stressful situations in which we create, and are bound by, links and relations to other people. In other words, we tended to explore an aspect of personal competence which enables us to acknowledge how well do we actually know ourselves and how well do we actually manage our strong suits and downsides, face stress and cope with it; this exploration is underpinned by self-estimation that emerges from self-perception. Stress at workplace Nowadays, companies, teams and individuals are facing numerous problems, most of them being emotional rather than rational by nature. This is exactly the reason why stress in occupational settings witnesses an inevitable and steady increase in prevalence rate. The grounds for conflicts and confrontations inside companies mostly arise as a consequence of reactions resulting from facing and managing own emotions, which further reflect on self-relations and relations with others. The most common causes of poor human relations are incapacity to handle own emotions, poor communication, lack of empathy, lack of team spirit, and incapacity to operate as a group member. Emotional intelligence (4) is a capability and willingness to perceive and understand own inner emotions, responses and behaviouristic patterns, so as to be able to better handle own self and the surroundings. This capability is of the outermost importance both on an individual and corporate level. Emotional intelligence substantially affects individual stress management, in terms of recognition and management of own emotions that allow for the recognition and management of stress, the latter consequently being kept on an acceptable and accessible level. People affect each other; the rise of awareness on mutual diversities and the rise of attention and tolerance may yield the adjustment of individual performance styles and approaches, to the effect of achieving the best possible results when working with others. In this context, deliberate changes in previously exercised performance patterns are undertaken to the goal of advertent diminishment of intolerance and frequency of disputes and conflicts among co-workers (5). Once an individual becomes aware of his/her own intentions and once the processes of changing and adaptation are set in motion, organisational climate and culture shall witness significant improvement due to better understanding, higher tolerance, and better acknowledgment of differences in professional needs and operational modalities exercised by other people. On the grounds of the foregoing, a wider and more variant span of options is put on the table, both when it comes to management and to the motivation of others; the latter two represent one of the major goals strived to be attained by each and every leader forced to deal with a multitude of stress issues. In this way, alleviation of adverse stress - and uncontrolled emotion-induced effects such as bad mood, apathy, health problems, poor motivation, proneness to mistakes, poor cooperativeness, lack of creativity, lack of inventiveness, poor productivity and so forth, can be attained (6). The existence of strong interdependence and conditionality of emotions and stress, allows for the rise in awareness in the level of perception on both of them, to the effect of better analysing both stimuli and establishing a better control over them. There exist three ways as to how to better cope with stress and manage it more efficiently by virtue of emotional intelligence (7): 1. The first dimension of emotional intelligence that allows for alleviation of stress is the fact that emotions pose as a very good stress level indicator. Awareness on own emotions enables the recognition of initial stress signs much earlier than commonly expected. On the grounds of that early recognition, certain activities may be undertaken either to the goal of relaxation or to the goal of emotional control establishment, so as to avoid further stress. This notion is particularly important and useful in straining days that generate a level of stress higher than usual, typically leading to a lower tolerance for the surroundings. 2. The second dimension is represented by management. It is composed of our competencies and skills that enable hindering and deflection of waves of negative emotions, so as to prevent these emotions to reach a much higher level. Such a preservation of an acceptable intensity of emotions allows for normal functioning and normal attendance to professional duties regardless of the type and intensity of emotions and stress imposed in any given moment. In case of failure to achieve the aforementioned, high-pitched waves of negative emotions push stress forward in two different manners. For starters, stress becomes enhanced to such an extent that a person feels as if he/she has completely lost control; such an overwhelming feeling may be accompanied by a feeling of guilt, the latter enhancing the stress even further. On the other hand, decisions made while being flooded with such negative emotional waves, are usually poorly substantiated and based on an ill judgement, and as such may generate further problems and sometimes even collateral damages, unanimously leading to further increase in stress level. 3. The third dimension is social awareness. It reflects itself in a putdown of inter-personal conflicts and confrontations taking place in occupational settings, their frequency otherwise being increased by negative emotions and stress occurrences. High level of social awareness, represented by the ability to recognise other peoples emotions, leads to the creation of a much better workplace climate. This skill is of particular use in resolving conflicts that arise on plain and simple, uncomplicated grounds. Recognition and definition of other peoples emotions, especially those taking place in occupational settings, allow for the successful prevention of conflicts that often arise on the grounds of disagreements and disputes that at some point managed to evolve into overt personal conflicts and confrontations. Emotional intelligence can not be viewed as a permanent category, but rather as one that can be adopted, developed and used throughout the entire lifespan, to the effect of achieving better results in demanding occupational settings, but also to the effect of improving the quality of life. Individual emotional competence that plays a role in facing own and other peoples needs, potentials and interests, as well as in dealing with numerous tasks, demands, pressures and limitations relative of own self, co-workers, employing company and surroundings, is of great help in challenging stressful situations, responding to them, and managing them. The maintenance of emotional sensibility allows for the establishment and preservation of organisational climate and culture that affects both the heart and the brain of the labour force. By that means, a high degree of understanding and acceptance of labour force as a bunch of individuals caught in various situations on a daily basis can be attained; these individuals also have to deal with own emotions which drive their responses, behavioural patterns and modes of action. In this way, the need for a greater deal of attention to be devoted to employees, and a greater deal of understanding of their requirements which they put forward acting as an assembly of diverse individuals with diverse personalities, diverse stress responses and diverse pertaining emotions, comes as a fully natural, genuine course of action, taken deliberately, not forcibly. Development and advancement of emotional intelligence yield multiple benefits that flow both ways - in favour of a company and in favour of its employees. Management and leadership are put in the position to develop their competencies and skills to the effect of better staff recruitment and better staff motivation, and to the effect of creating a positive working climate, ultimately leading to an increase in efficiency of business operations. On the other hand, each and every individual is provided with an opportunity to better manage stress and cope with it, since workforce becomes less stress-prone and more capable of perceiving stress on a more acceptable level. Development and use of emotional intelligence results in a concurrent development of stress defence mechanisms, allowing for a substantial reduction in rate of uncontrolled stressful occurrences capable of taking control over ourselves. Stress-inflicted consequences having an adverse impact on both professional and personal life and triggering numerous health, as well as psychical and psychological issues, gradually become less pronounced, less intense and less adverse. The study was carried out on a sample of 622 subjects, and attempted to disclose the link between personal emotional competence and stress-coping abilities, and to establish the degree to which stress can be controlled and alleviated by virtue of capabilities underpinned by emotional intelligence. The study was launched based on the notion that both stress and emotions essentially boil down to a subjective, individual perception generated in response to events and situations originating from outer or inner sources. STUDY AIM, THE PROBLEM IN A NUTSHELL, AND STUDY HYPOTHESES Contemporary living and working environment make private, social, and professional life increasingly more complex, and more subtly interlaced and mutually conditioned. Inevitable presence of stress in an everyday life and a steadily growing need for emotional development, call for a more attentive studying and the establishment of links and relationships, as well as for a novel approach that diverts from traditional patterns of adjudication and behaviour. The creation of new models can not be pursued in absence of prior establishment of emotional intelligence level, nor can it be pursued in absence of stress perception and control over stress and its impact on each and every level of life; the latter is exactly the goal of this study. The result gained by this novel approach should allow for better coping with everyday challenges and pressures of life that unanimously mark each of its spheres on each and every level, irrespective of the generating sources. Identification of new methods and modalities allowing for the development of emotions and control over them, as well as for the establishment of control over stress and for its containment within boundaries that enable the alleviation of its negative impacts, represents both a personal need recognised on an individual level, and a corporate need recognised on a social level. This is only one of the ways that provide for coping with challenges delivered by modern world in a non-exhausting and non-tedious manner, since it is not uncommon that the simplest solutions sometimes lie just on the palms of our hands, waiting to be spotted and recognised. The problem investigated within the frame of this study, was stratified into three strata, each of them generating further hypotheses relative of the pertaining observational level. Problem: A higher degree of emotional competence enables a more efficient occupational stress confrontation and a more efficient control over it. Level I Self-assessment of the emotional level and stress perception Hypothesis 1: High level of self-consciousness and self-control aid in stress perception. Level II Self-assessment of stress symptoms Hypothesis 2: Clear and accurate recognition and assessment of physical and psychical stress symptoms Level III Self-assessment of interdependence and conditionality of emotions and stress. Hypothesis 3: Recognition of linkage and conditionality of emotions and stress allows for the employment of emotions as a useful tool for occupational stress containment. MetHodologY Subjects The study was carried out on a sample of 622 subjects (331 women and 291 men) of different age, vocational background and work experience, employed with different types of companies and allocated different levels of professional responsibilities. The study took place throughout Croatia, so as to be able to embrace all of the Croatian geographical regions and, irrespective of the study sample size, gain insight into general working population and their perception of the degree of advancement personal emotional competence and the capability of stress confrontation, as well as their perception of the use of that competence to the effect of resolving the matter at hand. Study method and study protocol The subjects were offered a test divided into four sections harbouring various claims; the first section addressed personal emotional maturity, the second one stress recognition, and the third one actual stress symptoms, while the fourth section was devoted to the establishment of interlinks between stress and emotions. The test employed within the frame of this study was constructed based on relevant self-assessment scales (9); its format matched that of the Likert scale, with the pertaining answers ranging from 1 to 5, 1 thereby standing for NOT AT ALL, 2 for MOSTLY NOT, 3 for DEPENDS ON THE OCCASION, 4 for MOSTLY YES, and 5 for DEFINITELY SO. The collected data were grouped based on the respondents gender and claims. The results were obtained by data processing that utilised the arithmetic mean as the mean value measure, as well as the measure of relative frequency; for the sake of summarisation, the results were displayed in form of a linear graph. ReSULTS The results of the study were divided based on claims and levels of their acceptance or rejection exhibited by the respondents. The respondents had to choose between the following options: 1 -NOT AT ALL; 2- MOSTLY NOT; 3 -DEPENDS ON THE OCCASION; 4 -MOSTLY YES, and 5 -DEFINITELY SO. The study results were elaborated by gender (women vs men) and based on the five possible ranks detailed above. Table 1. Self-consciousness and emotional self-control encountered in the female study population Claims/Answers Women12345No of female subjects Recognition of emotions and their impact, %- 019 5.747 14.2197 59.568 20.6331 100%Unrestrained display of emotions, %4 1.219 5.789 26.9174 52.545 13.7331 100%Linking emotions and events, %- 0- 075 22.6155 46.8101 30.6331 100%Emotionally-conditioned behaviour, %- 014 4.2118 35.6122 36.877 23.4331 100%Control over emotions, %17 5.114 4.294 28.4181 54.725 7.6331 100%Total answers2166423829316-Average (%)4.213.284.6165.863.23.82 Table 2. Self-consciousness and emotional self-control encountered in the male study population Claims/Answers Men12345No of male subjectsRecognition of emotions and their impact, %- 09 3.155 18.9170 58.457 19.6291 100%Unrestrained display of emotions, %- 026 8.993 31.9150 51.522 7.7291 100%Linking emotions and events, %- 043 14.858 19.9118 40.672 24.7291 100%Emotionally-conditioned behaviour, %9 3.117 5.878 26.8104 35.783 28.6291 100%Control over emotions, %- 017 5.8122 41.998 33.754 18.6291 100%Total answers9112406640288-Average (%)1.822.481.212857.63.75 The introductory part of the study, devoted to self-consciousness and emotional self-control, yielded results demonstrating that the majority of subjects of both genders do recognise their emotions and the impact of the latter, female subjects thereby voting more frequently in favour of the definitely so option (20.6%), and men being more indecisive (18.9%) and prone to choose the depends on the occasion option. When it comes to unrestrained display of emotions, gender-based difference was quite clear. Women were far more prone to display their emotions in an unrestrained manner (13.7%), while men tended to do so in no more than 7.7% of cases. Of note are also the results obtained with emotional control. Male respondents had proven themselves to be much more successful in establishing an overall emotional control (18.6%), while the percentage of women capable of doing so was represented by the astonishingly low 7.6%. We can conclude that most of the interviewed women and men responded affirmatively when it comes to self-consciousness and emotional self-control; this can be best seen from the total average values displayed at the bottom of the Table. Certain differences could still be noted. On the average, affirmative answers were given by 37.8% more women than men. In response to the majority of questions, the option DEFINITELY SO was chosen by 63.2% of women, and 57.6% of men. It is apparent that women largely prevailed in giving affirmative answers to the questions addressing recognition of emotions, their unrestrained display, and their linking to events and emotionally-conditioned behaviour; the only area dominated by men was that of emotional self-control. The results of this study are clearly displayed on Figure 1 that reveals trends in affirmative and negative responses addressing self-consciousness and emotional self-control exhibited by our subjects. Fig. 1. Self-consciousness and emotional self-control exhibited by the study population  Table 3. Stress perception in the female study population Claims/Answers Women12345No of female subjects Lack of energy, %28 8.466 19.9146 44.160 18.131 9.5331 100%Overload, % 9 2.766 19.9165 49.861 18.430 9.2331 100%Negative job-related thoughts; %71 21.5132 39.975 22.740 12.213 3.7331 100%Work overload, the quantity of work beyond capacities, %50 15.1127 38.499 29.924 7.231 9.4331 100%Workplace-generated frustrations, %24 7.2113 34.1108 32.661 18.525 7.6331 100%Total-answers182504593246130-Average (%)36.4100.8118.649.2262.78 Table 4. Stress perception in the male study population Claims/Answers Men12345No of male subjectsLack of energy, %68 23.460 20.6102 35.143 14.718 6.2291 100%Overload, % 33 11.331 10.6150 51.541 14.136 12.5291 100%Negative job-related thoughts; %85 29.294 32.377 26.526 8.99 3.1291 100%Work overload, the quantity of work beyond capacities, %60 20.660 20.685 29.360 20.626 8.9291 100%Workplace-generated frustrations, %40 13.768 23.394 32.478 26.811 3.8291 100%Total-answers286313508248100-Average (%)57.262.6101.649.6202.70On the overall, the results pertaining to the stress perception in subjects of both genders, revealed their indecisiveness in most of the cases. The majority of subjects of both sexes chose the depends on the occasion option. The most pronounced difference was noted not sooner than with the second claim, i.e. MOSTLY NOT, circled by 38.2% more women than men. The part of the study devoted to various levels of stress experienced by our subjects, reveals the absence of energy lack in the majority of women and men embraced by the study (women 19.9%, men 20.6%). When it comes to overload, most of the women and men are indecisive; nevertheless, the percentage of women believing that they are not overburdened, is higher (19.9%) than with men (14.1%). Most of the women and men enrolled into this study do not think bad of their job; when it comes to workload, women mostly think that their workload matches their capacities (38.4%), while men are mostly indecisive in this regard (29.3%). Regarding job-related frustrations, it appears that neither the interviewed women, nor the interviewed men think of that as an issue, while (on the average) they both circled negative answers; it is of note that the percentage of women who responded affirmatively equalled to 7.6%, while the corresponding percentage of men failed to surpass 3.8%. The results pertaining to stress perception are displayed in Fig. 2, its curves clearly depicting arch trends in stress comprehension encountered in our subjects. Fig. 2 Stress perception encountered across the study population Stress symptoms The question: Do You experience any physical stress-related symptoms such as headache, tachycardia and palpitations, hand sweating, voice and body shaking, etc., was mostly replied negatively, women thereby being largely indecisive (36.86%), and men being more prone to denial (35.05%). Table 5. Physical stress-related symptoms Claims12345No of subjectsWomen, %71 21.4599 29.91122 36.86 19 5.7420 6.04331 100%Men %128 43.99102 35.0535 12.0317 5.849 3.09291 100% Data pointing towards the frequency of negative reply ticking are of interest. The percentage of women who denied physical stress-related symptoms equalled to 21.45%, while the corresponding percentage of men was almost double to that (43.99%). The results revealed that women experience physical stress-related symptoms almost twice as frequent as men. Of course, the magnitude of these symptoms is clearly visible in Fig. 3.  Figure 3 Physical stress-related symptoms The question: Do You experience psychical stress-related symptoms such as panic, fear, insomnia, depression, frustration, etc., was mostly negatively answered by our examinees; however, the percentage of women denying such symptoms was lower (31.12%) than the percentage of men (46.74%). Fig. 3. Physical stress-related symptoms Table 6. Psychical stress-related symptoms Claims12345No of subjectsWomen, %103 31.1289 26.8986 25.9828 8.4625 7.55331 100%Men, %136 46.7468 23.3761 20.9626 8.93- -291 100% The most interesting data relate to the percentages of fully affirmative answers. In the female study population, the percentage of such answers was 7.55%; judging by their responses, the men embraced by our study have never experienced psychical stress-related symptoms. The results make it clearly visible that women suffer from psychical stress-related symptoms much more often than men. The magnitude of psychical stress-related symptoms is clearly visible in Figure 4.  EMBED Excel.Chart.8  Fig. 4 Psychical stress-related symptoms Of interest are the answers given by our subjects in response to the following claim: I am of the opinion that stress and emotions are mutually linked and conditioned. The answers give a slight indication of a positive trend, since both female and male subjects were of the opinion that stress and emotions are directly inter-related and mutually conditioned, women thereby taking the lead in such belief, as apparent from their positive replies. Men are mostly indecisive when it comes to this; over half of them (52.92%) decided to choose the depends on the occasion option, while women mostly (46.83%) picked the affirmative MOSTLY YES option, showing by that means the comprehension of the fact that emotions and stress are directly linked. The number of women definitely voting in favour of a positive answer to this question is almost quadruple as compared to men, further corroborating their general attitude towards the matter. Table 7. Linkage between and conditionality of emotions and stress Claims12345No of subjectsWomen, %9 2.725 1.5162 18.73155 46.83100 30.21331 100%Men, %17 5.849 3.09154 52.9285 29.2126 8.93291 100% The relationship between positive and negative answers given by female and male subjects, are delineated in Fig. 5.  EMBED Excel.Chart.8  Fig. 5. Linkage between and conditionality of emotions and stress Of interest are also the replies given by our subjects in response to the last claim, which reads as follows: I am of the opinion that recognition, comprehension and proper use of emotions allow for a much better coping with stress, conflicts and confrontations witnessed in occupational settings. These answers showed an unquestionable positive trend, since both female and male subjects mostly believed that a proper use of emotions would enable them to better cope with stress; the latter can be demonstrated by the share of their positive answers. The majority of both women (41.09%) and men (40.89%) chose to respond to that claim with MOSTLY YES. The number of men indecisive in this regard is almost double as compared to women, while the number of fully positive answers given by women is more than double (35.95%) as compared to men (17.53%). Without a shred of doubt, these data demonstrate that women far better acknowledge the interdependence of emotions and stress and their relevance in occupational stress resolving. Table 8. Use of emotions to the effect of stress coping Claims12345No of subjects Women, %9 2.729 2.7258 17.52136 41.09119 35.95331 100%Men, %9 3.0917 5.8495 32.65119 40.8951 17.53291 100% The positive over negative answers ratio and the attitudes exhibited by female vs male subjects, are clearly depicted in Figure 6.  EMBED Excel.Chart.8 Fig. 6. Use of emotions in stress coping conclusions This study and its outcome have led us to certain conclusions and rendered the possibility of ascertaining whether, and to what extent, the baseline hypotheses have been confirmed: Hypothesis 1: High degree of self-consciousness and emotional self-control aid in stress perception. The results addressing the degree of self-consciousness and emotional self-control corroborate the fact that both women and men tend to agree with this claim. Though substantial gender-based differences are lacking, some still exist. Unlike men, women are more prone to agree with the claims referring to recognition, unrestrained display of emotions, mutual linking of emotions and events, and emotionally-conditioned behaviour, while (at least judged by their replies) men display better emotional control as compared to women. The answers to the questions addressing the degree of stress encountered by the subjects were mostly of moderate grading. Despite the prevailing indecisive answers, gender-based differences reveal that men experience lack of energy and the feeling of overburdening in somewhat higher percentage than women. Negative job-related thoughts are mostly not typical either of men or of women, but when it comes to the amount of work exceeding their capacities, women are more prone to denial, while men are mostly indecisive, but also much more prone to agree with such a claim. When it comes to job-related frustrations, these are allegedly experienced by neither of the study arms; namely, most answers to that claim were negative. This hypothesis was partly confirmed, as apparent from Section One and the conclusions driven from the data on higher degree of self-consciousness seen in women, and better emotional self-control seen in men. Both groups were largely indecisive when it comes to stress recognition, while the difference in frequency claims addressing energy lack, overload and the excessive amount of work was slightly in favour of men. Hypothesis 2: Clear and accurate stress recognition and the assessment of physical and psychical stress-related symptoms. Physical stress-related symptoms are present both in men and in women. The mutual difference boils down to the fact that women are mostly indecisive in this regard, while men mostly choose to live in denial. The major difference was represented by the fact that women experience physical stress-related symptoms twice as frequent as men, since the number of women who chose fully negative answer was lower by half. Psychical stress-related symptoms are also present in both study arms, but with a much lower frequency than physical ones. Most replies were definitely negative; the number of women denying any psychical stress-related symptoms whatsoever was a bit lower than the number of such men. However, as compared to women who, though in a low percentage, did chose answers corroborating the overwhelming presence of psychical stress-related symptoms, men unanimously dismissed that option. The second hypothesis was confirmed in full. Both types of symptoms are clearly and accurately recognised both by men and by women, the frequency of physical symptoms thereby being higher than that of psychical symptoms. The difference was noted with symptom intensity; women experience physical stress-related symptoms twice as frequent as men, while men more often exhibit psychical stress-related symptoms. Hypothesis 3: Recognition of mutual relationship and conditionality of emotions and stress provides for the employment of emotions as a useful tool for occupational stress coping. The results addressing the direct relationship between stress and emotions, suggest that both women and men believe that such a relationship truly exists; the difference lies within the fact that the number of women ready to agree with this claim is much higher than the number of men, further corroborating that this link truly exists in feminine minds. However, most men tended to choose the DEPENDS ON THE OCCASION option (52.92%), the option in reference being selected by only 18.73% of women; the MOSTLY YES option was chosen by 46.83% of women and only 29.21% of men. The significant difference arises also with a full consensus respective of this claim; the number of women voting for the DEFINITELY SO option (30.21%) was triple as compared to men (8.93%). Dismissal of this claim was encountered in both study arms, however in almost negligible percentages, the rate of negative answers thereby being higher in men than in women. The answers referring to the recognition and proper use of emotions to the effect of much better coping with stress, conflicts and confrontations witnessed in occupational settings, also suggest that both study groups agree with this claim. Most of the interviewed men and women selected the MOSTLY YES option, the number of indecisive men being double (32.65%) as compared to indecisive women (17.52%). The number of women who chose the DEFINITELY YES option (35.95%) was double as compared to men (17.53%). The third hypothesis was partly confirmed, though both study groups agreed with the claim about the link between stress and emotions, as well as with the claim that recognition and proper use of emotions may significantly aid in coping with stress, conflicts and confrontations encountered in occupational settings. We are of the opinion that the hypothesis in reference failed to be confirmed in the part pertaining to the answers given to the actual claims listed in Tables 3 and 4, which clearly indicate the importance of stress recognition. When it comes to these issues, indecisive women outnumbered their male counterparts. As oppose to that, Tables 7 and 8 clearly indicate that the number of women choosing affirmative replies was higher than in men. Despite the fact that men exhibit a more advanced self-control, while women are more self-conscious, neither gender uses these skills to the extent enabling the resolution of occupational stress-related issues and alleviation of stress-induced unfavourable and adverse consequences. The question that eventually stood out was: What are the reasons for insufficient use of emotional comprehensions, having regard to the fact that both women and men are fairly aware of their emotional maturity and that their awareness on interdependence and conditionality of emotions and stress beats by far their readiness to use these assets in real-life situations? R E F E R E N C E S  HYPERLINK "http://stressdirections.com/content/view/5/25/" http://stressdirections.com/content/view/5/25/ (17.05.2008.)  HYPERLINK "http://stressdirections.com/content/view/34/57/" http://stressdirections.com/content/view/34/57/ (17.06.2008.) Gphm CL, Corser GC, Dalsky DJ. Emotional intelligence under stress: Useful, unnecessary, or irrelevant? Personality and Individual Differences 2005; 39: 1017-28. Bradbey T, Graeves J. Emocionalna inteligencija. Zrenjanin: Sezam Book, 2006.  HYPERLINK "http://www.stressaffect.com/behavior-modification.html" http://www.stressaffect.com/behavior-modification.html (07.09.2008.)  HYPERLINK "http://stressdirections.com/content/view/36/65/" http://stressdirections.com/content/view/36/65/ (17.06.2008) Henry S. Stressful Emotions,  HYPERLINK "http://www.progressu.com" www.progressu.com (07.06.2008.) Goleman D. Emocionalna inteligencija u poslu. Zagreb: Mozaik knjiga, 2000.  HYPERLINK "http://www.ffri.hr/~vtaksic/" http://www.ffri.hr/~vtaksic/ (15.10.2008.) S A } E T A K RAZVIJENA EMOCIONALNA INTELIGENCIJA KAO JEDAN OD NA INA U RJE`AVANJU STRESA NA RADNOM MJESTU L. Ba i i D. Kuva i Radna mjesta 21. stoljea su dinami na, brzog tempa i u velikoj mjeri stimulirana okru~enjem koje donosi veliki broj prednosti i prilika, ali i promjenjive uvjete poslovne sredine koji mogu, ako nose prekomjerne zahtjeve i pritisak, utjecati na poveanje razine stresa i tako smanjiti uspjeanost poslovanja. Stres predstavlja osjeaj nemogunosti kontrole dogaaja kroz odnos pojedinac-okru~enje. Efektivno upravljanje stresom na radnom mjestu zahtijeva dublje razumijevanje kompleksnosti, problematike i negativnih posljedica stresa koji utje u i oblikuju ponaaanje pojedinca, poslovanje tvrtki i gospodarstva uope. Brojni problemi s kojima se danas suo avaju tvrtke jesu emocionalne, a ne racionalne prirode. Uzrok gotovo svih unutarnjih konflikata i sukoba te loaih intrapersonalnih i interpersonalnih odnosa je u reakcijama pri suo avanju i postupanju s vlastitim i tuim emocijama. Emocionalna inteligencija je sposobnost percipiranja i razumijevanja unutarnjih osjeaja, misli te reakcija i ponaaanja u odnosu s okru~enjem. Omoguuje osvijestiti utjecaj koji pojedinci imaju jedni na druge i tako se uspjeanije prilagoditi radu s drugima, svjesno smanjujui netoleranciju, nesuglasice i sukobe. Razvijanje emocionalne kompetencije zna ajno poma~e u suo avanju, reakcijama i upravljanju stresnim situacijama. Naj eai uzroci stresa na radnom mjestu posljedica su loaih meusobnih odnosa i komunikacije, a nerijetko su rezultat nesnala~enja s vlastitim emocijama, nedovoljne empatije i sposobnosti za rad u grupi. Uspjeno se mogu prevladati razvijanjem sposobnosti i vjetina temeljenim na socijalnoj i emocionalnoj inteligenciji. Razvijanjem emocionalne inteligencije razvijaju se i mehanizmi obrane od stresa koji smanjuju mogunost stresa izvan kontrole ato viaestruko koristi tvrki i zaposlenicima. Mened~erima i liderima omoguuje razvijanje sposobnosti i vjeatina kojima uspjeanije anga~iraju i motiviraju suradnike a pojedincima olakaava upravljanje i savladavanje stresa, jer su mu manje podlo~ni i percipiraju ga na prihvatljivoj razini. Posljedice stresa loae utje u na poslovnu i privatnu sferu ~ivota i donose brojne fizi ke i psihi ke probleme. Rezultati istra~ivanja koje su autorice provele meu zaposlenicima raznih tvrtki u Hrvatskoj nedvojbeno pokazuju kako su razvoj i pravilna primjena emocionalne inteligencije zaposlenicima viaestruko pomogli u smanjivanju koli ine i intenziteta stresa te ne~eljenih utjecaja na radnom mjestu. Klju ne rije i: emocionalna inteligencija, stres, radna okolina STRESS PREVENTION AMONG HEALTH AND NON-HEALTH EMPLOYEES (SCREENING) TIJA }ARKOVI-PALIJAN1, MARINA KOVA , SANJA RADELJAK, DRA}EN KOVA EVI, JELENA MUSTAPI and LJUBOMIR RADOVAN EVI INTRODUCTION Stress is a biological term that refers to the consequences of appropriate or inappropriate response of human organism to emotional or physical threat to the body that may be real or imagined. Stress condition includes an alarm that is produced by adrenaline (the main hormone of acute stress), a short-term resistance as a mechanism to fight stress and exhaustion as the final stage of stress. General symptoms of acute stress are irritability, muscular tension, reduced possibility to focus the attention as well as a series of physiological reactions such as headaches, increased heart rate, etc (Motzer and Hertig, 2004.). The term "stress" was first introduced by famous endocrinologist Hans Selye in 1930s, who conducted the research in order to identify physiological responses to stress in laboratory animals and in humans (Selye, 1936.). Selye had noted in numerous experiments that laboratory animals subjected to acute but different noxious physical and emotional stimuli (blaring light, deafening noise, extremes of heat or cold, perpetual frustration) all exhibited the same pathologic changes of stomach ulcerations, shrinkage of lymphoid tissue and enlargement of the adrenals. He later demonstrated that persistent stress could cause these animals to develop various diseases similar to those seen in humans, such as heart attacks, stroke, kidney disease and rheumatoid arthritis (Selye, 1956.). Core Selye's concept includes perceptions and responses of human organism that can occur as an attempt to adaptation to the challenges of everyday life. Selye believed that the biochemical effects of stress would be experienced irrespective of whether the situation was positive or negative. The most commonly accepted definition of stress (mainly attributed to Richard S. Lazarus in 1976.) is that stress is a condition or feeling experienced when a person perceives that demands exceed the personal and social resources the individual is able to mobilize. Lazarus also found that stress often had less to do with a person's actual situation than with how the person perceived the strength of his own resources. In short, it is what we feel when we think we have lost control of events (Lazarus, 1976.). Some of the early research on stress (conducted by Walter Cannon in 1932.) established the existence of the well-known fight-or-flight response (Benison et al., 1987.) His work showed that when an organism experiences a shock or perceives a threat, it quickly releases hormones that help it to survive. In humans, as in other animals, these hormones help us to run faster and fight harder. They increase heart rate and blood pressure, delivering more oxygen and blood sugar to power important muscles. They increase sweating in an effort to cool these muscles, and help them stay efficient. They divert blood away from the skin to the core of our bodies, reducing blood loss if we are damaged. As well as this, these hormones focus our attention on the threat, to the exclusion of everything else. All of this significantly improves our ability to survive life-threatening events. Stress is primarily refers to the general reaction of human body to threats from the environment (Motzer and Hertig, 2004). The term eustress or positive stress refers to the mechanism of adaptation or response that includes activation of all human resources in order to proper body response to challenges from the environment and to achieve the desired goal. Selye described a series of reactions to prolonged stress, which are related to three stages. The term eustress was first used by Selye in 1975, when he published a model dividing stress into two major categories: eustress and distress (Selye, 1975). This article was an expansion on an earlier article he wrote, where he discussed earlier in 1950 the idea of a General Adaptation Syndrome (GAS) or a system of how the body responds to stress (Selye, 1950). In his 1975 article, Selye described how persistent stress that is not resolved through coping or adaptation cause distress which may lead to anxiety or depression. In contrast, if the stress involved enhances function (physical or mental, such as through strength training or challenging work) it may be considered eustress. Alarm is the first stage of GAS when the threat or stressor is identified or realized and the body's stress response is a state of alarm. During this stage adrenaline will be produced in order to bring about the fight-or-flight response. There is also activation of the hypothalamic-pituitary (HPA) axis, producing cortisol. Resistance is the second stage. If the stressor persists, it becomes necessary to attempt some means of coping with the stress. Although the body begins to try to adapt to the strains or demands of the environment, the body cannot keep this up indefinitely, so its resources are gradually depleted. Exhaustion is the third and final stage in the GAS model. At this point, all of the body's resources are eventually depleted and the body is unable to maintain normal function. 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If stage three is extended, long term damage may result as the capacity of glands, especially the adrenal gland, and the immune system is exhausted and function is impaired resulting in decompensation (Selye, 1950). The result can manifest itself in obvious illnesses such as ulcers, depression, diabetes disorder of digestive system, cardiovascular problems, along with different mental illnesses. In October, 2002, the group of 15 experts in psychiatry from the American Foundation for Suicide Prevention (AFSP) was given the final statement to the health care community that public health must be set for higher priority mainly to the mental health physicians (psychiatrists) and all health care professionals. The purpose of this statement issued by AFSP was early detection of unrecognized mental disorders in health workers and in general population that are stress related such as depression and posttraumatic stress disorder (PTSD) that are significantly increasing risk of suicide (AFSP, 2008). METHODS The aim of this research was an early detection of high-risk factors for the development of disorders among health workers that are stress related. Factors that are associated with increased risk of suicide among the medical community include: age above 45 for women and over 50 for men, marital status such as singles, divorced or living in a dysfunctional marriage, previous psychiatric symptoms or positive psychiatric heredity, physical symptoms such as chronic pain or debilitating illness, substance abuse, obsessive-compulsive disorder (workaholics), high risk behaviors, recent change in professional status and availability of prescription drugs or firearms. Final sample in this study consists of 391 employees of the hospital which comprises two third of the total number of employees (among those health care workers represents 62% and other hospital staff about 36%). It should be pointed out that 10% of questionnaires were discarded for incompletely filled-out questionnaires. Considering the fact that questionnaire was completely anonymous, we could notice certain distrust among employees who were filling the questionnaires that they have fear of being recognized, identified and exposed. RESULTS Of the total 391 respondents, 248 (63.4%) were females, and 143 (36.6%) males. The largest number of respondents was in the age group of 36-45 years. Out of total number of respondents 76% were married, 51.9% were nurses, majority were using they own car when commuting to work (about 78%) comparing to small percentage of employees coming to work using public transport (8.2%) or walking (13.8%). Most of the employees are living in the vicinity of the hospital (85.7%) and commute to work up to 30 minutes work (88.7%). Most of the employees are living in their own houses (77%). They are usually working in shifts (61.9%). Some 43.7% are engaged in some form of recreational activities. Majority of the employees are non-smokers (62.1%) and do not consume alcohol (61.9%). Approximately half of them (50.4%) believe they are currently under a lot of stress which is directly due to the workplace environment (39.4%) or to the other multiple non specified factors (56.3%). When asked about method of reducing stress, most respondents stated that increase in salary or any material gain would be the most helpful method of coping with stress. Majority of the employees are feeling safe at workplace (67.5%), they are feeling healthy (71.4%) and so far have not suffered form any debilitating diseases (78.5%). Members of their families in a small percentage have suffered or currently suffer from stress related disorders. Majority of the employees confirmed a good night sleep (84.95%) and are currently not taking any prescribed medications (76.5%). When asked about the quality of the communication with colleagues majority of the employees describes it as good (38.6%) or very good (32.5%). Communication with superiors varied from fairly good (26.1%), good (25.65%) and very good (27.1%). The reported occasional conflicts among employees in the workplace environment were among half of the respondents (56%). The same questionnaire was applied to the sample of 78 respondents within the Department of forensic psychiatry. We have not found statistical relevance between the health care workers and other stuff in general psychiatry compared to the same group from the department of forensic psychiatry. DISCUSSION Health care workers (doctors and nurses) represent the working population that are usually more exposed to stress and they are belonging in the same working group with the police forces, journalists, war reporters, educational workers and social workers, while managers, who are previously thought to have been the most stressed working population are now on the second half of the scale (Bourbonnais et al, 2006., Aiken et al., 2002.). The most vulnerable groups within the medical profession are oncologists, physicians in emergency services, general practitioners, gynecologists, obstetricians, psychiatrists and surgeons (SMHAI, 2009). Data from the United States of America suggest that the medical profession has the highest rate of suicide. In the US, 300-400 physicians per year commit suicide meaning that one doctor took its own life daily. Suicide is 1.4 - 2.3 times more frequent among doctors than in the general population. Death due to suicide among male doctors is 70% higher in comparison with men from other professions (SMHAI 2009., AFSP, 2008.). Comparing with the general population where most of the male commit suicide (male to female ratio, 4:1), the rate of suicide in both gender among U.S. physicians is the similar in numbers. It is very well known from the literature that in the year of 1994, 27% of hospital doctors had suffered from some type of mental disorders. Ten years later, in 2004 that percentage climbs to 32%. Types of mental disorders among doctors were ranging from anxiety, depression, substance abuse and addiction (prescribed drugs, alcohol, illegal drugs) to suicide (AFSP, 2008.). More than half of the psychiatrists report experience of being under heavy stress after experience traumatic event such as patients suicide and are still having hard time coping with that type of stress. Risk of suicide among the general physician compared to general population is 1.4% higher for male physicians and 2.3% for female physicians. In Norway the suicide rate (per 100,000) is 47.7 for male physicians and 32.0 for female physicians compared to general population. People in health care community are especially exposed to stress, which can not be avoided. Previous studies showed that health care workers which are exposed to increased stress in the workplace environment to which over time become less functional at work and they transmit stress to their families (Bourbonnais et al, 2006.). Finally, we could state that among the health care workers there is a high risk of various diseases caused by stress and the risk of attempted suicide and suicide completion is still among the highest comparing to other professions. Therefore, a precise and improved screening method for an early detection and prevention of stress and stress related diseases among health care workers, and particularly time based stress screening among psychiatrists should be developed in the near future. CONCLUSION Based on this research it can be concluded that there are different ways that medical personnel are coping with daily stress in the workplace regardless of educational level. Health care workers such as nurses and technicians are more then twenty years engaged in group therapies such as Balints groups. Despite the fact that the medical staff of higher education level (doctors) were avoiding the questionnaire the same group of respondents is included in their own training and supervision groups, which largely reduces the level of stress in the workplace. Both methods of psychotherapy are contributing to screening and prevention of chronic stress. Moreover, these methods are allowing an early recognition of high risk factors for stress related diseases in the workplace environment as well as screening for individuals who are more vulnerable to stress related disorders. Finally, it can be concluded that the majority of health care workers are involved in some form of self help groups in dealing with daily stress. R E F E R E N C E S 1. Motzer SA, Hertig V. Stress, stress response, and health. Nurs Clin North Am 2004; 39: 1-17. 2. Selye H. A syndrome produced by diverse nocuous agents. Nature 1936;138: 32. 3. Selye H. Stress and the general adaptation syndrome. BMJ 1950; 4667: 138392. 4. Lazarus R. Patterns of adjustment 3rd ed. New York: McGraw-Hill. The riddle of man: An introduction to psychology. Englewood Cliffs, N.J: Prentice-Hall, 1976. 5. Benison S, Clifford Barger A, Wolfe AE, Cannon WB. The life and times of a young scientist. Scientist 1987; 16-32. 6. Selye H. Diseases of adaptation. Wisconsin Med J 1950; 49: 5156. 7. American Fundation for Suicide Prevention. Annual report, 2008, www.afsp.org. 8. Bourbonnais R, Brisson C, Vinet A, Vzina M, Abdous B, Gaudet M . Effectiveness of a participative intervention on psychosocial work factors to prevent mental health problems in a hospital setting. Occup Environ Med 2006; 63:335-42. 9. Bourbonnais R, Brisson C, Vinet A, Vzina M, Louer A. Development and implementation of a participative intervention to improve the psychosocial work environment and mental health in an acute care hospital. Occup Environ Med 2006; 63: 326-34. 10. Aiken LH, Clarke SP, Sloane DM. Hospital staffing, organization, and quality of care: cross-national findings. Int J Qual Health Care 2002; 14: 513. 11. Suicide and Mental Health Association (SMHAI). Annual Report Statistics, 2008. 12.  HYPERLINK "http://www.suicideandmentalhealthassociationinternational.org" www.suicideandmentalhealthassociationinternational.org (pristupljeno 29.09.2008.) S A } E T A K PREVENCIJA STRESA KOD ZDRAVSTVENIH I NEZDRAVSTVENIH DJELATNIKA (PROBIR) T. }arkovi Palijan, M. Kova , S. Radeljak, D. Kova evi i J. Mustapi Cilj ovog istra~ivanja bilo je otkrivanje rizi nih imbenika za razvoj bolesti povezanih sa stresom. Istra~ivanje je provedeno na djelatnicima u Neuropsihijatrijskoj bolnici  Dr. Ivan Barbot u Popova i koji su rasporeeni u zdravstvenim i nezdravstvenim djelatnostima. Daljnji cilj bio je ustvrditi visoko rizi ne skupine djelatnika sa svrhom izrade antistresnog programa za rukovodee i nerukovodee skupine djelatnika te kontrole visokorizi nih skupina. Primijenjen je upitnik za prikupljanje psihosocijalnih i sociodemografskih podataka te specifi nih podataka o imbenicima koj pridonose stresu, kao i o bolestima koje su prisutne kod osobe i u obitelji. Istra~ivanje obuhvaa i relevantne laboratorijske parametre (biljege stresa). Podaci obraeni na kompjuteru u SPSS programu bit e prezentirani na Kongresu. Klju ne rije i: stres, probir, zdravstveni radnici, anti-stresni program, Balintove grupe SUPPLEMENTAL EDUCATION OF OCCUPATIONAL AND FAMILY MEDICINE SPECIALISTS AS ONE OF THE MEANS OF STRUGGLING AGAINST WORK-RELATED STRESS Habiba Salihovi INTRODUCTION Transition to, and adoption of, novel socioeconomic relationships has led to major changes in professional status of labouring force new perspectives have arisen, but so did new issues, unbeknown insofar: the implementation of new technologies that have rendered the performance of middle-aged and elderly workers (with already diminished working and learning capacities) almost or even virtually impossible, novel relations among employees (strong competition instead of earlier solidarity and supportiveness), novel relations with the leadership, especially in private companies and companies taken over by private owners, job insecurities, lack of open vacancies, and long awaiting for employment opportunities. Reinforcement of Occupational Medicine as an independent discipline, witnessed in former Yugoslavia between the two wars, allowed for the creation of certain novel occupational fields and domains that have gradually led to interlacing between a number of disciplines and sectors entrusted with a multi-aspect care about a working individual (an employee) and his/her health-related wellbeing (multidisciplinary and inter-sector approach); all of this has reflected not only upon occupational health sector, but also upon regulatory domain, and yielded a certain number of laws and regulations enforced in support of workforce health protection. The law stipulated the status of workers diagnosed with any of 46 diseases acknowledged as occupational, but we feel the need to point out that these conditions mostly arise on the grounds of physical-chemical work conditions; this is a classical, old-way approach that chooses to neglect new elements present in working environment, capable of affecting psychical health of labour force and generating the state of stress, stress-related somatic diseases, and burn-out syndrome. Stress and stress-related diseases are in constant rise; their prevalence in certain occupations is almost of a mass order. However, an adequate treatment hasnt been recognised and established yet, nor was it given regulatory support or the support in terms of targeted education of physicians dealing with working population. During the post-war period, a number of persons begun to display certain psychical symptoms, likely as a result of war operations and losses suffered by people affected by them; when it comes to workforce, these circumstances were further aggravated by shutdowns of numerous enterprises, job losses, and the complete loss of sustenance, so that healthcare professionals have hard times identifying the principal cause of stress and distinguishing it from the complaints triggered by the posttraumatic stress disorder (PTSD). Patients seek medical help due to polymorphous symptoms, mostly of physical nature due to rise in blood pressure, dyspnoea and chest oppression, indigestion, headache, or an already well-rooted, even advanced condition: e.g. persistent headache, sleep impairments, blood pressure rise, lack of concentration, chronic fatigue, rise in blood sugar and blood cholesterol, duodenal ulcer, hypertension, myocardial infarction, ulcerous colitis, thyreotoxicosis, or bronchial asthma. It is not uncommon that the exploration launched following repeated visits and reiterated complaints about symptoms still pending despite of therapy, ultimately yields the diagnosis of stress. The establishment of such a diagnosis is followed by stressor identification, which is a mission hard to accomplish, since patients are often reluctant to share the causal background of their current medical status, and prone to view their condition as a sign of weakness or the ground for blame (namely, they are often repeatedly offended, allocated minor and humiliating tasks, abused in many forms, etc.). The presence of stress in working population is a global phenomenon encountered worldwide, not only in our parts. Data pertaining to the European Union (provided by the OSHA) suggest that about 28% of workers are occupational stress-exposed, as well as that 50% of unproductive working days are to be attributed to stress, as should about 5 million occupational accidents. AIM The aim of this study was to investigate the order of magnitude descriptive of the occurrence of chronic stress across working population operating in the Sarajevo Canton, as well as to investigate the appropriateness of education offered to Occupational and Family Medicine specialists in terms of delivering skills and competencies required for an early diagnostics, treatment and prevention of chronic stress-related chronic diseases. METHODOLOGY 1) The analysis of morbidity rates mentioned in 2001-2007 reports submitted by Family and Occupational Medicine specialists; a special emphasis was put on mental disorders (IDC: F00- F99), in particular on the share of F 40- F 48 diagnoses (neurotic stress-related disorders and somatic disorders). 2) The analysis of the tuition curricula offered to Family and Occupational Medicine residents, to the particular goal of identifying the involvement of mental health topics in terms of their quantity and contents. RESULTS AND DISCUSSION Based on the analysis of annual statistical data provided by healthcare facilities established in the Sarajevo Canton, operating in the Family Medicine sector, one comes to the conclusion that the number of psychical conditions (going under IDC codes F00- F99) had witnessed a gradual, slow pace rise when it comes to 2001-2007 period; at the same time, the number of neurotic, stress-related disorders and somatic disorders had managed to remain at the same level (app. 40-49% of total diseases registered), though some fluctuations in their number had been noted. Data provided by the Institute of Occupational Health demonstrate the total number of diseases falling into this cluster, encountered among working population, to face a certain downfall; nevertheless, the number of conditions falling into F40-F48 cluster has remained on the same level and represents between 55-63% of all conditions assigned to this cluster, indicating a higher prevalence of stress in working population. Table 1. Outline of trends in mental disorders registered in the Sarajevo Canton in 2001-2007 period YearF00- F99F40- F48 Public Health Care CentreOccupational Medicine ServicesPublic Health Care CentreOccupational Medicine Services2001.96622170457712702002.85322077410411422003.77372408296714322004.96441907409011232005.106131849428611732006.11999144540858752007.11052177845181049F00-F99- All diseases F40-F48 Neurotic stress-related disorders and somatic disorders Table . Outline of overall morbidity and the proportion of mental disorders in overall morbidity registered by Occupational Medicine Services in 2001- 2007 period YearA 00-Y 98 (Total number of diseases)F00 - F99 (% of total number of diseases)F40 - F48 (%of total number of diseases)F40 - F48 (%of total number of diseases)2001.458064,73%2,77%58,52%2002.427414,85%2,67%54,98%2003.388086,2%3,68%59,48%2004.395084,82%2,84%58,88%2005.432124,27%2,71%63,43%2006.372843,90%2,34%60,13%2007.390644,55%2,68%58,99% It can be concluded that stress-induced somatic diseases and stress itself are issues constantly encountered in working environment, an inadequate approach to their treatment thereby calling for vast exploitation of healthcare resources and funds (relative of diagnostics, treatment, absenteeism, and alike). In order to enable the healthcare sector to properly deal with these issues, the sector should inevitably interlace with other sectors relevant for the subject-matter, so as to design and implement a joint strategy of prevention, timely identification and elimination of stress-imposed consequences. When it comes to the healthcare sector, the first line of defence is represented by Family and Occupational Medicine practitioners. Their capability to identify the problem and prevent its consequences plays a crucial role in overall treatment of psychosomatic disorders and mental health prevention. However, one might challenge the level of training obtained by these healthcare professionals during the course of undergraduate medical studies and residency, and question their true ability to recognise this type of health issues and deal with them in an adequate manner. Occupational Medicine residency curriculum (the residency in question lasting 36 months on the overall) foresees two months devoted to mental health (Health Psychology), with the following agenda: Principles of diagnostics and therapeutic procedures exercised with mental disorders most commonly encountered in working population. Preventative measures. Familiarisation with operative tests and paper-pencil testing of overall intellectual capacities; Specific capabilities and skills; Psychomotor abilities; Sensor functions. Some of personality-diagnosing techniques. Colloquium. Family Medicine residency curriculum (the residency in question lasting 36 months on the overall) foresees two months of education (36 lecture hours covering neuropsychiatry topics and 146 hours of practical tuition), with the following agenda: delirium, mental rehabilitation, amnesic syndrome (states of fuzziness and confusion), psychotic disorders, organic depressive disorder, anxiety depressive syndrome as a component of somatic disorder. The Ordinance on Vocational Training of Healthcare Professionals dates back in 1986, and was amended by the Ordinance on Vocational Training in Family Medicine enforced in 1999; in other words, it is bluntly obvious that specialist education curricula should be redesigned and updated. My above-stated opinion is supported by the practical experience gained while practicing at the Institute of Public Health of the Sarajevo Canton, which, for a number of years now and in collaboration with the Norwegian Medical Society and the Institute of Mental Health Republic of Serbia, has pursued Mental Health-oriented education of physicians operating in primary healthcare settings (mostly Family Medicine specialists). Pre-evaluation tests have demonstrated substantial deficits in knowledge and practical experience of these physicians when it comes to stress and stress-related disorders, so that they have independently expressed their free will to attend such specifically tailored supplemental education and have recognised the need for it. CONCLUSIONS AND RECOMMENDATIONS Due to the fact that the Health Care Act foresaw curative workforce healthcare to be delivered by the attending Family Medicine practitioners, and the specific healthcare to be provided by Occupational Health Institutes, the determination of true prevalence of chronic stress in working population was rendered impossible; however, this prevalence must be beating by far the one mentioned in statistical reports communicated by Occupational Medicine Services. Recommendation: To reunite the preventive-specific and curative occupational healthcare, in order to gain a comprehensive insight into workforce healthcare problems on the overall. Specialist education offered by both residency curricula is apparently insufficient when it comes to mental disorders area; it does not provide for an adequate response to the issue burdening a steadily growing number of workers suffering from chronic stress disorder and somatic diseases arising on these grounds. Recommendation: Having regard to the fact that residency curricula failed to provide sufficient knowledge needed to resolve the matter at hand, the strategy to be applied to the effect of struggling against stress should foresee supplemental education of Family and Occupational Medicine specialists, so as to enable them to recognise stress in a timely manner and fulfil by that means the first prerogative for its resolution. R E F E R E N C E S Periodi ni izvjeataji o oboljenjima i stanjima utvrenim u slu~bi porodi ne medicine ( 2001- 2007.godine) za Kanton Sarajevo Periodi ni Izvjeataji o oboljenjima i stanjima utvrenim u slu~bi medicine rada (2001-2007.) Pravilnik o specijalizaciji zdravstvenih radnika i zdravstvenih saradnika, Slu~beni list SR Bosne i Hercegovine br.27/86, dopune 38/86 Pravilnik o specijalizaciji iz porodi ne medicine, Slu~bene Novine FBiH, 7/99 abarkapa M. Psiholoaki aspekti stresa, U Vidakovi A et al. Medicina rada I. Beograd: Institut za medicinu rada i radioloaku zaatitu Dr.Dragomir Karajovi, 1996. Vukai H, Bla~ini B, Komar Z. Stres kao epidemija 21 stoljea: mit ili stvarnost, Zagreb: Institut za kvalitetu i razvoj ljudskih potencijala, 2006. Ajdukovi D. Upravljanje profesionalnim stresom- ija je to odgovornost? Zagreb: Filozofski fakultet u Zagrebu - Druatvo za psiholoaku pomo, 2007. Sutovi A. Stres na radnom mjestu. Prvi kngres medicine rada BiH, Tuzla, 2004. NIOSH. Stres at work. Washington, DC: National Institute for Occupation Safety and Health, 2008. Lopi i Z. Burnout sindrom, XXIV World Congres-IASP, Institut za mentalno zdravlje Beograd, Beograd, 2007. Husremovi D~, `iai A. Stres na radnom mjestu. Soft Skills HRM, proMENTE, Tuzla, 2007. Europska konfederacija sindikata i evropske udruge poslodavaca (UNICEF, UEAPHME i CEEP) Okvirni sporazum o stresu na radnom mjestu, Bruxelles, 2004. Vodi - Posttraumatski stresni poremeaj PTSP, za demobilisane branioce i lanove njihovih porodica, Ministrastvo zdravstva Kantona Sarajevo, Sarajevo, 2008. Pranji N. Stres na radu. U: Medicina rada (poglavlje 26, str. 216-225), Tuzla, 2007. S A } E T A K DOEDUKACIJA LIJE NIKA SPECIJALISTA MEDICINE RADA I OBITELJSKE MEDICINE KAO JEDAN OD INSTRUMENATA U BORBI PROTIV STRESA POVEZANOG S RADOM H. Salihovi Prelazak na nove socijalnoekonomske odnose doveo je do velikih promjena u radnom statusu zaposlenika - otvorile su se nove perspektive, ali i novi problemi koji prije nisu postojali: nove tehnologije kojima srednjovje ni i stariji radnici (s ve smanjenim kapacitetima za radne napore i u enje) mogu djelomi no ili nikako udovoljiti, nove relacije u odnosima izmeu zaposlenika (umjesto ranije solidarnosti i podrake oatra konkurencija), novi odnosi s rukovodstvom, posebno u privatnim i privatiziranim tvrtkama, nesigurnost za opstanak na poslu, nedostatak radnih mjesta i dugo ekanje na posao. Ja anjem medicine rada u bivaoj Jugoslaviji, izmeu dva rata, kao zasebne medicinske discipline, otvorila su se neka nova podru ja rada koja su dovela do povezivanja viae disciplina i sektora koji brinu o radnom ovjeku - zaposleniku i njegovom zdravstvenom blagostanju s viae aspekata (multidisciplinarni i intersektorski pristup), ato je osim na planu zdravstvene zaatite radni ke populacije rezultiralo donoaenjem odreenog broja zakona i propisa koji su podraka zaatite zdravlja radnika. Zakon je regulirao status oboljelih od 46 profesionalnih bolesti, ali moramo konstatirati da su to uglavnom bolesti koje su nastale u vezi s fizi kim i kemijskim imbenicima, ato je klasi an pristup, bez uva~avanja novih elemenata prisutnih u radnoj sredini koji utje u na psihi ko stanje zaposlenika kao ato je stanje stresa i somatskih bolesti povezanih sa stresom i sagorijevanje na poslu (burn-out). Pojava stresa i bolesti povezanih sa stresom je u porastu, u nekim zanimanjima je postala gotovo masovna, a nemamo adekvatnog tretmana ni u zakonskoj regulativi niti u edukaciji llije nika koji rade s radnicima. U poratnom je razdoblju mnogo osoba po elo iskazivati odreene psihi ke tegobe kojima je vjerojatno uzrok ratno stanje i gubici koje su ljudi pretrpjeli, a kod radno aktivnog stanovniatva tome je doprinijelo zatvaranje poduzea, gubitak radnih mjesta, jednostavno gubitak sredstava za ~ivot, pa je zdravstvenim radnicima teako razlu iti osnovni uzrok stresa, kao i razlikovati ga od tegoba koje su uzrokovane posttraumatskim stresnim poremeajem (PTSP). Pacijenti se u lije ni ke ordinacije javljaju zbog polimorfnih tegoba, naj eae fizi ke prirode - porast krvnog tlaka, osjeaj guaenja i stezanja u prsimima, probavnim smetnjama, glavoboljom ili s ve razvijenom slikom bolesti: uporne glavobolje, poremeaj sna, porast krvnog tlaka, gubitak koncentracije, kroni ni zamor, porast aeera i kolesterola u krvi, ulkus duodenuma, hipertenzija, infarkt miokarda, ulcerozni kolitis, tireotoksikoza, bronhalna astma. Obi no se nakon ponavljanih dolazaka lije niku i ~albi na tegobe koje ne prolaze i unato  medicinskom tretmanu, krene u dalje istra~ivanje koje dovodi do dijagnoze stresa. Nakon toga slijedi identifikacija stresora, ato nije lagan zadatak, budui da je pacijentima esto teako govoriti o uzrocima svoga stanja jer ih smatraju svojom slaboau i sramotom (opetovane uvrede, dodjela minornih i poni~avajuih zadataka, razne vrste iskoriatavanja i sl.). Prisustvo stresa u radnoj populaciji je opa pojava u svim zemljama svijeta i nije samo naaa specifi nost. Podaci Europske Unije (OSHA) govore da je otprilike 28% radnika izlo~eno stresu u radnoj sredini, da je 50% izgubljenih radnih dana uvjetovano stresom, te da se cca 5 milijuna nesrea na poslu dogodi zbog stresa. Klju ne rije i: stres, mobing, izobrazba u obiteljskoj medicini, izobrazba u medicini rada ANTHROPOMETRIC MEASUREMENTS AND STRESS ENCOUNTERED IN CLOTH MANUFACTURING TECHNOLOGICAL PROCESS }aklina DOMJANI, Beti ROGINA-CAR and Darko UJEVI INTRODUCTION Estimation of nutrition status and nutrition monitoring allow for the determination of nutrition and health status of not only individuals, but the entire workforce operating in the cloth-making industry sector. One of the direct methods of nutrition regimens and nutrition status assessment is the anthropometric one. By virtue of such estimation, the impact of diet on body characteristics in terms of body height, body mass and the circumference of certain body parts, can be determined (1). The ideal weight assessed by experts of different backgrounds, for instance physicians, nutrition experts, anthropologists, and so forth, is founded on different rationales. Even the slightest increase in body mass, adjusted for age and constitution, is perceived as dangerous and ultimately even health-hazardous. An obese person easily gets tired, has trouble moving around, has trouble coping with climate changes, and is more prone to diseases. Nutrition regimen should be adjusted so as to meet the needs of each and every individual; therefore, diet regimen is a subject to constant change and bears its specificities. Dietary habits are acquired on the grounds of hereditary (genetic), geographical and/or cultural factors, and are very hard to change. Diet should aim at establishing a balanced relationship between food consumption and overall human health. It poses as a source of energy necessary for attaining an optimal level of physical activity, professional and social performance (2). Muscles, the heart and the brain are heavy energy consumers. Should they be deprived from sufficient energy supply, the cessation of their normal functioning is to be expected (3). By-products of energy creation are noxious radicals that can be challenged and countered by nutritive substance intake. There exist a total of six nutritive substances responsible for energy and thermal supply, body processes regulation, and partly also for growth and preservation of body tissues. Excessive or insufficient nutritive substance intake results in metabolic impairments and immune system weakening. Food can not be viewed as remedy, but is capable of affecting immunity that shields the body from various diseases or alleviates symptoms of a number of diseases already in place(2). Diet may enhance working and intellectual capabilities and body defence mechanisms. Stress, nervousness and worries negatively impact the stomach motility and slow the digestion down. Stress is a subjective phenomenon hard to define and measure. The term was first introduced by Hans Seyle in 1936, and defined by the author as a non-specific body response to each demand for changing(4). Stress is an unavoidable part of life of each and every human. In occupational settings, stress can lead to the burnout syndrome, dissatisfaction and productivity decrease. Stress emerges from concerns relative of performance quality and sense of little or no control, but also from the vagueness of task definition, the self-perceived lack of co-workers support, or poor professional communication (5). MetHODS Conducting a survey Survey is a procedure targeted at the collection of facts and data from a substantial number of people (termed the respondents) on the issue they are familiar with, or the issue they perceive, feel to be present, or think about. It is important to pick an acceptable survey endpoint and meticulously plan and implement each and every stage necessary for survey completion. Facts, attitudes and opinions are retrieved from respondents in writing, using a questionnaire. Evidence-based, scrupulous and thorough approach to survey implementation is of the outermost importance. Validity and reliability are psychometric features strived to be attained as a result of an appropriate quality of survey questionnaire. Direct interviewing allows for better understanding of the questions posed, higher response rates, higher questionnaire fulfilment rate, and the explanation of more complex questions on the spot. This data-gathering technique has its downsides and pitfalls as well, represented by high implementation costs, longevity, and distrust of responders when it comes to anonymity or impartialness, the latter two sometimes being evoked by the interviewing person (6). Within this context, data on some of age- and gender-related anthropometric measures, as well as data on the years of working experience and workplace characteristics, had been entered into the survey questionnaire. Furthermore, the opinion on occupational stress factors had been sought. Data on dietary habits in times of stress had been collected as well. The survey questionnaire was completed on a voluntary and anonymous basis. The survey enrolled a total of 328 subjects (14 4.48% men and 298 95.52% women). Out of the total number of questionnaires fulfilled, 16 were not valid due to incorrect entries. Anthropometric measurements Modern way of life, large-scale migrations and mixing of populations having various traditions, observing various religions, and exhibiting huge differences in other social characteristics, has led to changes in dietary habits. Dietary intake has become more abundant, resulting in body mass changes. Body mass control gradually becomes an indicator of both health status and potentials to increase work capacities. In case of its misbalance, it poses as a health risk and should be addressed in a timely manner. Anthropometry is a method employed to the goal of measuring the proportions and exploring human body and ratios between certain body parts. It is implemented to the effect of monitoring the changes in physical constitutions encountered across the target population (7). Nutrition status is assessed by virtue of Body Mass Index calculation (the Index in reference thereby representing the ratio of body mass expressed in kilos over body height expressed in square metres). This index is an approximate indicator of overweight and/or obesity, i.e. viewed as the statistical assessment of the latter two. Human body is constituted of fatty and non-fatty masses. Body fats are divided into two categories: essential or tissue fat and non-essential or storage fat. Non-essential fat is harboured by the subcutaneous fat tissue and the abdominal cavity. The ratio of waist over hip circumference reveals the pattern of adipose tissue distribution within the body. It is commonly tagged as the WHR (Waist-to-Hip Ratio). Fat tissue distribution may assume an android (masculine) pattern characterised by fat tissue storage in the upper body, or a gynoid (feminine) one, characterised by fat tissue storage in the lower body. In the majority of people, fat tissue accumulates across the waist circumference; such an accumulation is viewed as a greater health risk than the accumulation of fat in the hip and thigh regions (Table 1). Provided that the WHR equals to 1.0 or more, the person in reference, regardless of his/her gender, is considered to be exposed to a substantial health risk or even to be in jeopardy that will ultimately bear unquestionable health consequences. In men, this applies to the cases of waist circumference over 102 cm, while in women the same goes for the waist circumference over 88 cm; in case a person is less than 150 cm tall, certain adjustments have to be made (8). Scientists have come up with the discovery that the WHR poses as a significant driver of female attractiveness adjudications. European men are of the opinion that women having the WHR of 0.7 are the most attractive ones (9). ReSULTS Our results are unanimously pertaining to the female sample population, since the male sample population was too small and, if included into data processing, could have jeopardised the sample representativeness. The Waist-over-Hip Ratio lacks the tendency of enlargement over years (Figure 1). Based on our results, it becomes apparent that 80 cm waist circumferences (Figure 2) and 100 cm hip circumferences (Figure 3) are the most common. Out of the total of 298 women studied, 70% had the WHR of >0.8 and, based on the position results assumed by the results within the table displaying body fat tissue distribution, fall within the unacceptable range (Figure 1). Fat tissue that starts to accumulate or to position around the waist in a non-proportional manner, poses as one of the health risks and is considered to be a warning sign of overweight or even as the corroboration of its presence. The situation is further aggravated by unfavourable, inappropriate body positions assumed during working hours and by poor diet exercised during work hours, the latter being characterised by the lack of warm meals; if under stress, persons caught in this situation are facing productivity drop. DISCUSSION Clothing industry employs a large number of people, mostly of the female gender. Working operations are carried out by virtue of interplay between the man and the machine. One of these operations is sewing; it calls for repetitive motions conditioned by harmonised use of upper and lower limbs. Upper limbs are used for material guidance, while the lower ones perform foot-guided operations such as setting the foot stepper in motion and controlling the machines performance rate. During such operations, elbows should be elevated as well. The operations in reference seek the assumption of somewhat clumsy, inappropriate body position which implies prolonged sitting and dimensional discrepancy between human nature and the nature of machinery. Long-term sewing works pose as a cumulative burden imposed on the osteo-muscular structure, the spine thereby being included as well; an unfavourable body posture is maintained at the price of considerable discomfort and pain experienced in various body parts. Under the circumstances detailed above, waist muscle activity is minimised. Unfavourable working position, fatigue, poor coordination of eye, leg and arm movements, results in pain and discomfort exp= z= = > > 3? x? ? @ A FB B ?C @C AC D D D D E :E E H $hdh^ha$ $hdh^ha$$dha$$dha$$Ldh^`La$B B B "C #C ?C AC D D D E *E 8E :E H K мЪs`L`L`7)hMCJOJQJ^JaJ(h^hMCJOJQJ^JaJmH sH 'h^hM;OJQJ^JaJmH sH $h^hMOJQJ^JaJmH sH *h^hM5OJQJ\^JaJmH sH  h^hMOJQJ^JmH sH h^hM5\^JmH sH "hMCJOJQJ^JaJmHsH&hM0JCJOJQJ^JaJmHsH+jhMCJOJQJU^JaJmHsH1j9hMCJOJQJU^JaJmHsHH K K \L ^L hM jM M M M P P +S ,S UV VV dX eX ^ ^ ^ _ $dha$$dh@&[$\$a$ $hdh@&^ha$ $hdh^ha$$dha$dh $hdh^ha$K \L ^L fM hM jM M M M M P P *S +S T ȳlVH6H6H"hMCJOJQJ^JaJnHtHhMCJOJQJ^JaJ*hMCJOJQJ^JaJmH nH sH tH $hM5OJQJ\^JaJnHtH$hM;OJQJ\^JaJnHtHhM;OJQJ\^JaJ"hMCJOJQJ^JaJnHtH(hM5CJOJQJ\^JaJnHtH hM5CJOJQJ\^JaJ(hM5CJOJQJ\^JaJmHsH"hMCJOJQJ^JaJmHsHT U TV UV cX dX ^ ^ ^ _ _ _ a a a a a a a 1d 2d e e e e e Wf nf of f f g g g g 6g к⥺ПкЀn_[[[[hMhM6CJOJQJ^JaJ"hMCJOJQJ^JaJnHtHhMCJOJQJ^JaJhMCJnHtH hM;CJ hMCJ(hM5CJOJQJ\^JaJnHtH*hMCJOJQJ^JaJmH nH sH tH "hMCJOJQJ^JaJnHtHhMCJOJQJ^JaJhMCJOJQJ]^JaJ#_ _ _ a a a a 2d 3d e e Wf \f ef nf $$Ifa$ $dh@&a$$a$$dh@&[$\$a$$dha$nf of pf f f f f C::::: $$Ifa$kd$$IfTl4    FV#@         t0    6    44 laf4pTf f f f f f g $$Ifa$Ffg g g g g g g E<<<<< $$Ifa$kd$$IfTl    rV#@  @  B  B  B  t0    644 laTg g "g 'g ,g 1g 6g E<<<<< $$Ifa$kdɽ$$IfTl    rV#@ @ B B B t0    644 laT6g 7g =g Bg Gg Lg Qg E<<<<< $$Ifa$kdǾ$$IfTl    rV#@ @ B B B t0    644 laT6g 7g Qg Rg mg ng g g g g g g g g g g h h h h h h i 'i &j 'j (j )j l ܸnnnY(hM6CJOJQJ]^JaJnHtH(h^hMCJOJQJ^JaJmH sH  hM6CJOJQJ]^JaJ"hMCJOJQJ^JaJmH sH "hMCJOJQJ^JaJnHtHhMCJOJQJ^JaJ*hMCJOJQJ^JaJmHnHsHtH"hMCJOJQJ^JaJmHsHhMCJOJQJ^JaJhMQg Rg Xg ^g cg hg mg E<<<<< $$Ifa$kdſ$$IfTl    rV#@ @ B B B t0    644 laTmg ng tg zg g g g E<<<<< $$Ifa$kd$$IfTl    rV#@ @ B B B t0    644 laTg g g g g g g E<<<<< $$Ifa$kd$$IfTl    rV#@ @ B B B t0    644 laTg g g g g h E<<-<$dh[$\$a$ $dh@&a$kd$$IfTl    rV#@ @  B  B B t0    644 laTh h h h h h h i 'i Fi Gi Mi Si Yi _i fi Ff $$Ifa$fi gi mi si yi i i E<<<<< $$Ifa$kd$$IfTl    r Y"  `      9    t0    644 laTi i i i i i i E<<<<< $$Ifa$kd$$IfTl    r Y" `   9   t0    644 laTi i i i i i i E<<<<< $$Ifa$kd$$IfTl    r Y" `   9   t0    644 laTi i i i i i i E<<<<< $$Ifa$kdI$$IfTl    r Y" `   9   t0    644 laTi i i i i i j E<<<<< $$Ifa$kdc$$IfTl    r Y" `   9   t0    644 laTj j j j j j %j E<<<<< $$Ifa$kd}$$IfTl    r Y" `   9   t0    644 laT%j &j 'j (j )j l E<<44$dha$ $dh@&a$kd$$IfTl    r Y"  `      9    t0    644 laTl l n n n o q q q (q r r r r s s v v w w x x x x y y z z z z | } *} "~ $~ ~ ~   w"hMCJOJQJ^JaJmHsH%hM;CJOJQJ^JaJnHtHhM;CJOJQJ^JaJ(hM6CJOJQJ]^JaJnHtH hM6CJOJQJ]^JaJhM6CJOJQJ^JaJhMCJOJQJ^JaJ"hMCJOJQJ^JaJnHtH'l n q q r r s s v v w x x x x y z z z } } *} $~ ~  ؁ $ & Fdha$ $dh@&a$$dha$  ց ؁ | ~   * , r Ȅ ʄ ` b d †  걣iXF"hMCJOJQJ^JaJmHsH hUhMCJOJQJ^JaJ*hUCJOJQJ^JaJmHnHsHtH"hUCJOJQJ^JaJmHsH"hMCJOJQJ^JaJnHtHhMCJOJQJ^JaJ"hMCJOJQJ^JaJmHsH(hM6CJOJQJ]^JaJmHsH"hMCJOJQJ^JaJmHsH*hMCJOJQJ^JaJmHnHsHtH؁  , ʄ b  < v $ & ( * F X Z t v $hdh^ha$ $hdh@&^ha$ $hdh^ha$dh$dha$$dha$ $ & Fdh@&a$$ & Fdha$gdU $ & Fdha$  t v " $ & ( * F V X Z r ƸvbO8b%$hM;OJQJ\^JaJmHsH,hM5OJQJ\^JaJmHnHsHtH$hM5OJQJ\^JaJmHsH&hMOJQJ^JaJmHnHsHtH*hMCJOJQJ^JaJmHnHsHtHhMmHsH"hMCJOJQJ^JaJnHtH"hMCJOJQJ^JaJnHtHhMCJOJQJ^JaJ"hMCJOJQJ^JaJmHsH"hMCJOJQJ^JaJmHsH*hMCJOJQJ^JaJmHnHsHtHr t v    ̘ Θ ` b       * . : > P R T V l n ~ о{kXkXkXkXkXkXkXkXkXk$h^hMOJQJ^JaJmHsHhMOJQJ^JaJmH sH .h^hM5CJOJQJ\^JaJmHsH(hM6CJOJQJ]^JaJmHsH*hMCJOJQJ^JaJmHnHsHtH"hMCJOJQJ^JaJmHsH0hM5CJOJQJ\^JaJmHnHsHtH,hM;OJQJ\^JaJmHnHsHtH" " Θ И b d  $dh@&a$ $dh@&a$$dha$ $hdh^ha$dh$a$$dha$~ ~ ħ Χ ˵n_nL:"hMCJOJQJ^JaJnHtH%hMCJOJQJ\^JaJnHtHhMCJOJQJ\^JaJ hM;CJOJQJ\^JaJ%hM5CJOJQJ^JaJnHtHhM5CJaJnHtHhM5CJaJhM5CJaJmHsH*hMCJOJQJ^JaJmHnHsHtH"hMCJOJQJ^JaJmHsHhMOJQJ^JaJmH sH $h^hMOJQJ^JaJmHsH     ( ) * , H I U V K L V W              ʸ𥡙ʸʸ𸡙ʸʗʸʸq_"hMCJOJQJ^JaJmHsH%hUCJOJQJ\^JaJnHtH%hMCJOJQJ\^JaJnHtHUhMnHtHhM%hM;CJOJQJ^JaJnHtH"hMCJOJQJ^JaJnHtHhMCJOJQJ^JaJ.hM;B*CJOJQJ^JaJnHphtHhM;CJOJQJ^JaJ#  ) + , I V K L W        J $ & Fdha$gdU $dha$gdU $dh@&a$gdU$dha$ $dh@&a$erienced in particular in the back, legs, head and so forth, eventually leading to stress (10). The body is forced to respond to stress by redirecting its signals towards some other organic system, such as the digestive one, the circulatory one, or the nervous one. If exerted within optimal boundaries, a certain level of pressure may even be welcomed; however, if assuming a wrong track, such a pressure may become noxious. In case a person is incapable of establishing control, and fails to adjust, stress exerted on the body gradually increases and results in a number of impairments. Most of these impairments are not directly stress-related, but rather the result of nutritive substance deficiencies underpinned by increased metabolism witnessed in times of stress. Stress-exposed people should strive to maintain a well-balanced food intake, with the particular emphasis put on the intake of nutritional substances most needed and utilised in stressful times, foremost C vitamin (11). CONCLUSION States of stress are linked with the diet, too. They affect human body on the whole and present not only with symptoms like headache, sweating, tachycardia and palpitation, but also with restlessness, irritability and/or emotional discomforts. Ones metabolism undergoes changing. Nutrition regimen, i.e. nutritive substances, may enhance or facilitate stress, but also aid the body in its efforts to cope with negative stressful impacts and alleviate their adverse outcomes. References: Mandi ML. Znanost o prehrani. Osijek: Sveu iliate J.J.Strossmayera u Osijeku, ISBN 953-7005-00-3,2003. Matasovi D. Hrana, prehrana i zdravlje. Zagreb: Fovis,1992. Mateljan G. Najzdravije namirnice svijeta. Zagreb: Planetopija, ISBN 978-953-257-101-1, 2008. Definicija stresa, to je stres?, Dostupan na  HYPERLINK "http://www.izaberi-zdravlje.com" http://www.izaberi-zdravlje.com Pristupljeno: 2008-10-26 Stres. Dostupan na  HYPERLINK "http://www.plivazdravlje.hr" http://www.plivazdravlje.hr Pristupljeno: 2008-10-26 Pravilnik o anketiranju sudionika u obrazovnom procesu i znanstveno-istra~iva koj djelatnosti Sveu iliata u Zagrebu Ujevi D i sur.: Hrvatski antropometrijski sustav. Zagreb: Tekstilno-tehnoloaki fakultet Sveu iliata u Zagrebu, ISBN 953-7105-09-1, 2006. Dijagnosticiranje pretilosti, Dostupan na  HYPERLINK "http://www.cybermed.hr" http://www.cybermed.hr Pristupljeno: 2008-07-04 Waist-hip ratio, Dostupan  HYPERLINK "http://en.wikipedia.org/wiki/Waist-hip_ratio" http://en.wikipedia.org/wiki/Waist-hip_ratio Pristupljeno:2008;10-2 Nag, A, Desai H, Nag PK. Work stress of women in sewing machine operation. J. Human Ergol 1992; 21: 47-55. Dunne LJ. Sve o zdravoj prehrani. Zagreb: Mate doo, ISBN 953-6070-39-1, 1996. Table 1. Display of body fat tissue distribution based on the stipulated boundaries and evaluations of acceptability/unacceptability. Acceptable Unacceptable Excellent GoodIntermediateHighExtremeGenderMale< 0.850.85-0.900.90-0.950.95-1.00> 1.00Female< 0.750.75-0.800.80-0.850.85-0.90>0.90 Fig. 1. Waist-to-Hip Ratio (WHR) obtained in our female subjects and displayed based on their age  Fig. 2. Normal waist circumference-based distribution   Fig. 3. Normal hip circumference-based distribution   Fig. 4. Depiction of female subjects based on their Waist-to-Hip Ratio (WHR) and the pertaining health risk assessment  S A } E T A K ANTROPOMETRIJSKA MJERENJA I STRES U TEHNOLO`KOM PROCESU IZRADE ODJEE }. Domjani, B. Rogina-Car i D. UjeviI Cilj istra~ivanja bio je ispitati povezanost stresa i prehrane s tjelesnom masom. Za potrebe ispitivanja provedena je anketa u gradu Zagrebu i Meimurskoj ~upaniji kao vodeoj regiji u odjevnoj industriji. Utjecaj globalizacije i konkurentnosti ima i svoje negativne posljedice. Globalizacija tr~iata i troakovna konkurentnost isto nih zemalja u odjevnoj industriji namee krai rok isporuke uz produljenje radnog vremena, potrebnu veu kvalitetu zbog konkurentnosti, te poveanje troakova izrade uvoenjem novih tehnologija. Utje e na smanjenje radne sposobnosti, percepciju ovjeka, ato djeluje na smanjenje kontrole na radnom mjestu ato za posljedicu mo~e imati smanjenje ugovorene kvalitete proizvoda. ovjek se dovodi u poziciju dodatka stroju, a kroni na iscrpljenost i pospanost u spoju s manjkom socijalne podrake dovode do negativnog raspolo~enja koje utje e na zdravlje ovjeka, te mo~e dovesti do stanja stresa. Poveanje stresa uzrokovanim uvjetima na radu dovodi do promjene tjelesne mase. Stres ima negativno biokemijsko fizioloako djelovanje na metabolizam ovjeka iz ega proizlazi da ako pravilnom prehranom ne uspijemo ubla~iti stres, kao posljedica nastaje poveanje tjelesne mase. Uz anketu su u injena i karakteristi na antropometrijska mjerenja kako bi se odredio indeks tjelesne mase (kg). A  " H J   1 2 _ `             T V j l   ʸʸʦʦʸpZZZKhMCJOJQJ]^JaJ*hMCJOJQJ^JaJmHnHsHtH&hM0JCJOJQJ^JaJmHsH"hMCJOJQJ^JaJmHsHhM0JCJOJQJ^JaJ#jhMCJOJQJU^JaJ"hMCJOJQJ^JaJnHtHhMCJOJQJ^JaJ"hMCJOJQJ^JaJmHsH*hMCJOJQJ^JaJmHnHsHtHJ    V l 7 ?! ! ! " " $" 2" $dh$Ifa$$dha$ $ & Fdha$      6 7 H Q R >! ?! ! ! ! ݹ씧i[I[I["hMCJOJQJ^JaJnHtHhMCJOJQJ^JaJ*hMCJOJQJ^JaJmHnHsHtH)hM0JCJOJQJ]^JaJmHsH%hMCJOJQJ]^JaJmHsH"hMCJOJQJ^JaJmHsH%hMCJOJQJ]^JaJnHtH!hM0JCJOJQJ]^JaJhMCJOJQJ]^JaJ&jhMCJOJQJU]^JaJ! " " " " " " 2# 3# 4# 6# 8# 9# ?# O# }# # # # # # # # # # # # # # # # # # $ $ ˽˞˄j˽ݞ˽˄˽X"hMOJQJ^JmH nH sH tH 3jIhMCJOJQJU^JaJmHnHsHtH2jhMCJOJQJU^JaJmHnHsH uhMOJQJ^JmH sH  hM6CJOJQJ]^JaJhMCJOJQJ^JaJ"hMCJOJQJ^JaJnHtH%hM6CJOJQJ^JaJnHtHhM6CJOJQJ^JaJ"2" 3" 4" ?" D" Q" V" ^" {ooooo $dh$Ifa$ $dh$Ifa$xkd$$Ifl0n $ t0 644 la^" _" f" g" ;// $dh$Ifa$kdm$$IflֈnO $2 t0 644 lag" h" m" t" ~" " " " {ooooo $dh$Ifa$ $dh$Ifa$xkds$$Ifl0nO$= t0 644 la" " " " ;/# $dh$Ifa$ $dh$Ifa$kd/$$IflֈnO $2 t0 644 la" " " " " " /kd5$$IflֈnO $2 t0 644 la $dh$Ifa$" " " " 3# 4# 5# 6# :# ;# <# =# ># ?# @# A# B# C# D# E# F# G# ~# # # # # $dha$dh $dh@&a$$dha$# # # # # # # # # # # # # # # # # # # # # # # # # # # # dh@& $dh@&a$$dha$# # # # # # # # $ $ $ $ $ $ $ $ $ $ $ $ f% h% % % L L dh$dha$$dha$ $dh@&a$$ $ $ $ $ $ $ % % % % % % % "% 0% 2% 8% :% H% J% V% X% `% b% d% h% % % % % % 0 űoo\ShM\mHsH%hMCJOJQJ\^JaJmHsH!hMOJQJ\^JaJmHsH$hM;OJQJ\^JaJmHsH!hM5OJQJ^JaJmHsHhM5OJQJ^JaJ&hMOJQJ^JaJmHnHsHtH"hMCJOJQJ^JaJnHtH"hMCJOJQJ^JaJnHtH+jhMCJOJQJU^JaJnHtH ntropometrijska mjerenja su pokazala da stres ima direktan utjecaj na tjelesnu masu. Klju ne rije i: stres, prehrana, antropometrija, proizvodnja odjee   http:// stressdirections.com/content/view/36/65.(17.06.2008)     PAGE  PAGE 2 Sources related to inter-relations inside the company Embracing, for instance, psycho-social climate, lack of unambiguous business philosophy, failure to encourage the commitment to common goals and team spirit Organisational pattern-related sources Embracing, for example, pressing deadlines, vaguely defined roles, tasks and rationales for rewarding and career advancement Working conditions-related sources Embracing, for example, inappropriate and inadequately equipped working environment and inappropriate working microclimate Individually dependent sources (Inner sources) Embracing, for example, non-realistic professional expectations and the feeling of incompetence Sources of occupational stress 2.00  EMBED MSGraph.Chart.8 \s   EMBED Excel.Chart.8   EMBED Excel.Chart.8 \s  3.00 4.00 5.00 6.00 1.00 Enterprise 4,00 3,00 2,00 1,00 summob 4,00 3,50  EMBED Excel.Chart.8  Age [Years] Waist-to Hip Ratio (WHR) encountered in our female subjects Waist circumference Hip circumference The disposing of gender hierarchy social (class) hierarchy important soc. men women resources __________________________________________________________ A B The society + - higher (dominating) position, status The family + + __________________________________________________________ C D The society - - lower (dominated) position, status The family + - 0 L L L 4M 6M 8M :M M M M M M M M M M M M M M M M M M M M M M N N 7N 8N N ~kW'h^B*CJOJQJaJmH phsH %h^5B*CJOJQJ\aJ ph-h^5B*CJOJQJ\aJ mH phsH h%<0JmHnHu h^0Jjh^0JUjh KUh Kh^jh^0J%U$h^hMOJQJ^JaJmHsH-hM5CJOJQJ^JaJmHnHsHtHhM\mHsHU!L 4M M M M M M M M M M M M M M M M N N 8N N N N {O |O O P $7$8$H$a$&`#$ dhN N N N {O |O O P P P P ;P

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#v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p Tkd8J$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p TkdaM$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p TkdP$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p TkdS$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p TkdV$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p TkdZ$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p Tkd.]$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p TkdW`$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p Tkdc$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p Tkdf$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p Tkdi$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p Tkdl$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p Tkd$p$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p TkdMs$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p T $$If]!v h55p5555555 5 #v#vp#v :V l4,  t d(6+, 55p5 /  /  / /   a]f4p Tkdvv$$IfTl4, e #] $U(   p               t d(6((((44 la]f4p TT$$If]!v h555555555 5 #v#v#v#v#v#v :V l  td0    d(6, 555555 /  /  / 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T$$If]!v h555555555 5 #v#v#v#v#v#v :V l4,  t 0    d(6+, 555555 /  /  /  /  /   / a]f4p TSkd$$IfTl4    , ? #e!$U(                t 0    d(6((((44 la]f4p T$$If]!v h555555555 5 #v#v#v#v#v#v :V l4,  t 0    d(6+, 555555 /  /  /  /  / /   a]f4p TSkd$$IfTl4    , ? #e!$U(                t 0    d(6((((44 la]f4p T$$If]!v h555555555 5 #v#v#v#v#v#v :V l4,  t 0    d(6+, 555555 /  /  /  /  /   / a]f4p TSkd$$IfTl4    , ? #e!$U(                t 0    d(6((((44 la]f4p T$$If]!v h555555555 5 #v#v#v#v#v#v :V l4,  t 0    d(6+, 555555 /  /  /  /  / /   a]f4p TSkdz$$IfTl4    , ? #e!$U(                t 0    d(6((((44 la]f4p T$$If]!v h555555555 5 #v#v#v#v#v#v :V l4,  t 0    d(6+, 555555 /  /  /  /  /   / a]f4p TSkdj$$IfTl4    , ? #e!$U(                t 0    d(6((((44 la]f4p T$$If]!v h555555555 5 #v#v#v#v#v#v :V l4,  t 0    d(6+, 555555 /  /  /  /  / /   a]f4p TSkdZ$$IfTl4    , ? #e!$U(                t 0    d(6((((44 la]f4p T$$If]!v h555555555 5 #v#v#v#v#v#v :V l4,  t 0    d(6+, 555555 /  /  /  /  /   / 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