Measurement of employer’s attractiveness has been given much attention in many countries all over the world, but there was no extensive research performed in Lithuania so far, providing empirical evidence to define the landscape of organizational attractiveness in Lithuanian business sector. The aim of this study (N = 1020 respondents) is to identify which dimensions make organizations attractive as employers in Lithuanian business sector. The article employs a research approach based on a postpositivistic perspective. The relevant literature on organizational attractiveness is critically reviewed, analyzed, compared and generalized. Addressing research aim, a scale to measure organizational attractiveness as an employer was developed and administered in Lithuanian business sector in such a manner. Existing methodologies measuring organizational attractiveness were analyzed composing a list of 67 dimensions. Using content validity, scale comprising 30 dimensions was developed to measure organizational attractiveness of companies in Lithuanian business sector. A telephone interview survey method for data collection was used. Descriptive statistics (means, standard deviations, and frequencies) is used to analyze the data of the survey. 30 dimensions of organizational attractiveness were rank-ordered according to their means in descending order from most important to least important drivers of employer’s attractiveness. Specifically, the results suggested that good working atmosphere, adequate salary and interesting job are key to the attractiveness as an employer of business companies in Lithuania as perceived by their employees. The article also discusses the implications of the findings.
Volunteering, the volunteer’s intercultural competence and emotional intelligence contribute to intercultural education and sustainability in various societies of today. The aim of this study was to analyse the impact of emotional intelligence and intercultural competence on work productivity of volunteers. The first part of the article substantiates theoretical associations between emotional intelligence, intercultural competence and work productivity. Based on theoretical insights, empirical research methodology was prepared, which consisted of four categories divided into sub-categories that provided the structure of the question groups. The empirical research involved seven informants working in Lithuania, who welcomed volunteers from abroad. The research was conducted using the method of semi-structured interviews. The conclusions present a systematic perspective towards the role of emotional intelligence in the intercultural competence and work productivity of volunteers. In this context, emotional intelligence works as a mediating factor. The contributing role of volunteer-receiving organisations in the development of the volunteers’ emotional intelligence is also highlighted.
This study seeks to determine the effect of nepotism and favouritism on organisational climate. Using the method of random sampling, 269 persons working in Lithuanian organisations were surveyed. The received data was analysed via the application of the methods of correlation and linear regression. It was determined that organisational climate is influenced significantly by variables such as the manager’s behaviour, safety and relationships with employees, values and traditions, communication, sharing of information, behaviour of employees, and interrelationships and tolerance of one another. Meanwhile, nepotism and favouritism are influenced by the lower number of climate variables (fear related to the absence of concreteness and security, such as joining an organisation, union and tolerance of individuals who have shared interests). This work fills the void in the knowledge of connections that nepotism and favouritism have with organisational climate, drawing attention to the mutual interaction between these phenomena. The article presents a discussion and the research limitations, and provides guidelines for further research.
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