Taking into consideration turnover phenomenon and retention issues, the purpose of the paper is to reveal the employee perceptions on organisational and job-related factors impacting decisions to leave and to stay with the current employer. Based on theoretical discussion related to voluntary turnover and retention of employees, the research instrument was developed. A total of 143 responses were collected from employees working in private IT companies of Lithuania. The results revealed that base pay and challenging work content were perceived as the most important employment characteristics. Turnover prediction models disclose turnover intentions of project managers, which can be explained by participation in strategy development, support of top managers and negative perception of the base pay. Meanwhile, turnover intensions of heads of departments/ high level managers can be explained by negative associations with performance incentives/ bonuses, career opportunities and working conditions. The findings of the paper let us to develop theoretical insights and provide manager recommendations leading to the retention of information technology professionals.
This article tends to fill the existing knowledge gap in understanding if work-life balance (WLB) can not only make a direct impact on employee well-being, but also play a mediating role between work culture and well-being. The purpose of this study was to investigate the mediating effect of WLB on the relationship between the structural dimensions of work culture – temporal flexibility, supportive supervision and operational flexibility – and employee well-being. The data were collected on the basis of a survey of employees employed by business and public sector organisations in Lithuania. The research revealed that all the components of work culture were important factors in defining employee well-being, had a strong direct impact on well-being and affected WLB. The results demonstrated that a direct effect of work culture on well-being was much stronger than the one moderated by an indirect effect of WLB. The findings also suggest that family-friendly culture can help employees to reach a better WLB, which, in its turn, assists employees in feeling higher satisfaction with general well-being at work. The current study expands the role of WLB as a mediator in organisational settings and its findings may be important for practitioners who seek to improve the performance of their organisation by enhancing the well-being of employees.
Santrauka. Šiame straipsnyje analizuojami galimi intelektinio kapitalo vertinimo aspektai Lietuvos įmonėse. Pirmoje straipsnio dalyje pateikiama intelektinio kapitalo definicijos interpretacija. Ši sąvoka analizuojama pagal jos apibūdinimo pagrindą ir galimus valdymo būdus. Taip pat pateikiama intelektinio kapitalo struktūra, atskleidžiant pagrindinius intelektinio kapitalo vertinimo aspektus. Antroje dalyje itin daug dėmesio skiriama intelektinio kapitalo vertinimo aspektams, identifikuojant pagrindines problemas ir pateikiant galimus jų sprendimo būdus. Pateikiant bendrus intelektinio kapitalo matavimo ir vertinimo modelius bei rodiklius, siekiama juos pritaikyti Lietuvos įmonių intelektiniam kapitalui vertinti. Atliekant tyrimą remtasi anketinės apklausos duomenimis, ekspertiniu (intelektinio kapitalo rodiklių rangavimo) vertinimo metodu. Tyrimo rezultatai parodė, kad intelektinio kapitalo indeksas tirtose mažoje (dirba 9 darbuotojai) ir vidutinėje (dirba 90 darbuotojų) įmonėse skiriasi. Mažoje įmonėje gauta koeficiento reikšmė lygi 0,398, t. y. žemas vertinimas, atitinkamai vidutinėje įmonėje -0,704, t. y. vidutinis vertinimas. Tokiu atveju galima teigti, kad intelektinio kapitalo vertinimo rezultatą lemia įmonės dydis, veiklos pobūdis bei pačių vadovų požiūris į intelektinio kapitalo matavimo poreikį. Intelektinio kapitalo matavimo ir vertinimo tikslingumą galėtų lemti nuostata, kad jis tiesiogiai susijęs su konkurencinio pranašumo įgijimu ir išlaikymu.Reikšminiai žodžiai: kapitalas, intelektinis kapitalas, nematerialusis turtas, intelektinio kapitalo struktūra, intelektinio kapitalo matavimo rodikliai, intelektinio kapitalo vertinimo schema.
I N f o R m a c I j o S I R ž I N I ų v a d Y b a vadybinės kompetencijos žinių visuomenės iššūkių konteksteĮvadas Formuojant ilgalaikes strategines įžvalgas (ypač tebetrunkančios recesijos sąlygomis) turi būti metodologiškai ir empiriškai adekvačiai apibūdinta ateitis. Tam būtina turė-ti ateitį reikšmingai turinio požiūriu apibūdinančių parametrų visumą. Tai, deja, nėra paprasta dėl šiandien šalia globalizacijos dažnai minimų žinių visuomenės, žinių ekonomikos, informacinės visuomenės, asta Stankevičienė Vilniaus universiteto Ekonomikos fakulteto Vadybos katedros docentė daktarė Management Perėjimo į informacijos amžių sąlygomis intelektiniai ištekliai tampa gerokai reikšmingesni nei fiziniai. Vadovai turi ne tik mokėti ugdyti žinias, auginti jas kaip kadaise kapitalą, bet ir mokėti vadovauti turintiems tas žinias darbuotojams. Todėl besivystančios žinių visuomenės sąlygomis vadybiniam darbui keliami nauji iššūkiai, o žinios tampa esminiu organizacijos ištekliumi. Straipsnyje pabrėžiamas žinių visuomenės koncepcijos aktualumas, jos plėtros sąsaja su kompetencija kaip esmine žmogiškojo kapitalo dedamąja. Remiantis Lietuvos verslo sektoriaus vadovų vadybinės kompetencijos tyrimo rezultatais, analizuojamos vadovų kompetencijos žinių visuomenės kontekste.
As the impact of the COVID-19 pandemic continues to grow, new challenges in the organizational and business environment emerge, causing the human resource management (HRM) to develop a flexible yet strategic and sustainable response in the face of instability and uncertainty. HRM practices that focus on employees’ emotional, psychological, and cognitive states are becoming crucial. The aim of this paper is to disclose the relationship between employee well-being and organizational trust in the context of sustainable HRM. The literature analysis revealed that sustainable HRM practices focused on meeting the needs of employees are particularly significant as they positively influence employee well-being. Furthermore, ensuring employee well-being based on sustainable HRM principles leads to increased organizational trust. The results of the analysis proved direct and indirect relationships between employee well-being and organizational trust; however, further research is needed to distinguish the relationship between sustainable human resource management practices and employee well-being, with a mediating role and moderating role of organizational trust.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.