Efektivnost CREW programa u unapređenju socijalne klime i prevenciji neprihvatljivih ponašanja u radnom okruženju

Petar Čolić

doi:10.47152/ziksi2026015

Autori

Petar Čolić Univerzitet u Beogradu, Fakultet za specijalnu edukaciju i rehabilitaciju, Srbija (doktorand) https://orcid.org/0009-0003-8255-3564

DOI:

https://doi.org/10.47152/ziksi2026015

Ključne reči:

CREW program, intervencija, socijalna klima, neprihvatljiva ponašanja, radno okruženje

Apstrakt

Socijalna klima predstavlja važan faktor koji oblikuje međuljudske odnose u organizaciji. Njeno narušavanje povezano je sa povećanim rizikom od pojave neprihvatljivih ponašanja na radnom mestu, kao što su neuljudnost, interpersonalni konflikti i zlostavljanje. U tom kontekstu, posebnu pažnju treba posvetiti intervencijama koje su usmerene na unapređenje socijalne klime i prevenciju neprihvatljivih ponašanja, među kojima se izdvaja CREW program (Civility, Respect, and Engagement in the Workplace). Cilj ovog rada je da analizira i sintetizuje empirijske studije o efektivnosti CREW programa u unapređenju socijalne klime u radnom okruženju i prevenciji neprihvatljivih ponašanja. Sproveden je pregled literature pretraživanjem akademskih baza (PubMed, PsycINFO, Scopus, Cochrane Library i Google Scholar), pri čemu je u konačnu analizu uključeno devet studija objavljenih u periodu od 2005. do 2025. godine. Nalazi analiziranih studija ukazuju da je CREW program pokazao pozitivne efekte u domenu unapređenja socijalne klime, povećanja uljudnosti, poboljšanja interpersonalnih odnosa, smanjenja stresa i neuljudnosti, kao i povećanja radne angažovanosti i zadovoljstva poslom. Međutim, efekti programa na prevenciju težih oblika neprihvatljivih ponašanja, poput zlostavljanja na radu, manje su istraženi, dok održivost efekata može zavisiti od konteksta i načina implementacije programa. CREW program može se posmatrati kao obećavajući pristup unapređenju socijalne klime. Ipak, za donošenje čvršćih zaključaka o njegovoj efektivnosti, održivosti efekata i uticaju na prevenciju težih oblika neprihvatljivih ponašanja potrebna su dodatna longitudinalna i metodološki rigoroznija istraživanja u različitim organizacionim kontekstima.

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