UTICAJ MOBINGA NA RADNU ORGANIZACIJU I UPRAVLJANJE PERFORMANSOM LJUDSKIH RESURSA UZ PODRŠKU INFORMACIONIH SISTEMA

More or less, mobbing exists in every organisation and institution. This is the most frequent and most visible indicator of problems in an organisation and society as well. Absenteeism and its causesis regarded as one of the most complex management problems in all organisations. In occupational health and occupational psychology, absenteeism is mostly indicator of certain social, health or personal disorders (e.g. social dysfunctionality, troubled interpersonal relationships, stress, work conditions, personal lack of work ethic, strategies to avoid work, depression, alcoholism, other forms of addiction etc.), and most often the reason is the appearance of mobbing in the work organization. Due to the consequent linkage, mobbing is one of the most common causes of avoidance at work. Employees who are exposed to mobbing are often absent from work, which is quite logical because they avoid situations where they feel vulnerable. Control of absence from work can be performed through recording the time with information systems or, more precisely, functionality of human resources management software solutions i.e. modules to record presence that record the time of arrival, departure, explanation of reasons for coming late, allowing the employees to record the time spent on different jobs, linking with payroll, etc. This paper presents the etalon model and specifies the structure of a part of human resources management information model, which is built based on results of theoretical studies and empirical accounts.