Darbuotojo gerovė ir pozityvi darbo aplinka : integruotas teorinis modelis

Gustainienė, Loreta; Pranckevičienė, Aistė; Bukšnytė-Marmienė, Loreta; Genevičiūtė-Janonienė, Giedrė

doi:10.7220/mosr.1392.1142.2014.69.3

Cited by 3 publications

(4 citation statements)

References 28 publications

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“…Employer branding is related to authenticity, which is an indicator of employer attractiveness (Kumar, 2023). Importantly, several research findings suggest a positive correlation between appealing employer brands and employee well-being (Benraïss-Noailles & Viot, 2021), which allows one to affirm that organizational attractiveness and employee well-being are closely related and mutually influence each other (Parker & DeCotiis, 1983;Saaranen et al, 2007;Bendaravičienė, 2014;Gustainienė et al, 2014;Šorytė & Pajarskienė, 2014;Dassler et al, 2022). In attractive organizations, employees exhibit higher levels of efficiency, readily endorse others, display heightened motivation and dedication, exhibit lower turnover rates, and are more inclined to engage in supplementary activities that correspond to their priorities and needs.…”

Section: Literature Reviewmentioning

confidence: 99%

Unveiling organizational appeal in Lithuania: A study on employee perceptions of organizational attractiveness as an employer

Bendaravičienė,

Vitkauskas

2024

Problems and Perspectives in Management

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In recent times of uncertainty, new post-COVID-19 reality, and fierce competition for talented employees, organizational attractiveness as an appealing employer has emerged as one of the paramount facets, deeply integrated into strategic processes within organizations. However, there are many considerable challenges in understanding employee perceptions and meeting their expectations to become an employer of choice. The aim of the study is to examine Lithuanian employees’ attitudes toward different organizational attractiveness attributes, offering empirical insights for organizations to enhance their organizational attractiveness. To explore the manifestation of organizational attractiveness in Lithuanian organizations, 464 employed residents were surveyed using convenience sampling. Their attitudes were measured through the dimensions of social value, benefit value, development value, engagement value, economic value, management/leadership value, and work-life balance value. Descriptive statistics were used to analyze the questionnaire data. The results indicated that employees emphasized social (M = 7.44), management/leadership (M = 7.05), engagement (M = 6.80), and work/life balance values (M = 6.79), while benefits (M = 6.60), development (M = 6.54), and economic (M = 6.20) values received comparatively lower evaluations. Practical recommendations include promoting social responsibility, providing work opportunities, investing in employee’s development, fostering autonomy, improving leadership skills, and implementing systems for work-life balance and economic incentives. Upholding promises to employees is crucial for organizational credibility. By implementing these recommendations, organizations can enhance their attractiveness to both current and prospective employees. This study underscores the need for further research on sector-specific organizational attractiveness.

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Section: Literature Reviewmentioning

confidence: 99%

Unveiling organizational appeal in Lithuania: A study on employee perceptions of organizational attractiveness as an employer

Bendaravičienė,

Vitkauskas

2024

Problems and Perspectives in Management

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“…Kavaliauskienė, 2013;Gustaitienė, Pranskevičienė, Bukšnytė-Marmienė, ir kt., 2014;Šorytė, Pajarskienė, 2014) atskleidžia socialinėms profesijoms būdingus esminius nuo organizacijos priklausomus darbuotojo gerovės veiksnius. Atsižvelgiant į tyrimo tikslą ir turinį, siekta atrinkti respondentus, kurie nagrinėjamuoju klausimu turi žinių ir patirties.…”

Section: Tyrimo Metodika Eigaunclassified

Nuostatos Kaip Socialinio Darbuotojo Profesinės Veiklos Motyvaciją Skatinantis Veiksnys

Kavaliauskienė¹,

Nikolajenko²

2021

Tiltai

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AnotacijaŠio straipsnio dėmesio centre -socialinio darbuotojo, kaip labiausiai kvalifikuoto socialinio darbo profesijos atstovo, asmenybė. Tiriamos socialinio darbuotojo nuostatos dėl savo gebėjimų ir aplinkos, kaip veiksniai, galintys stiprinti profesinės veiklos motyvaciją. Tyrimas grindžiamas motyvacijos sistemų teorijos efektyvaus funkcionavimo koncepcija. Taikomas interviu metodas. Tiriamos socialinio darbuotojo nuostatos dėl savo gebėjimų grindžiamos pagrindiniais socialinio darbo proceso komponentais. Tirti socialinių darbuotojų nuostatas dėl aplinkos taikomas konstruktas, atskleidžian-tis socialinėms profesijoms būdingus esminius nuo organizacijos priklausomus veiksnius. Tyrimo rezultatai išryškina tirtus socialinių darbuotojų nuostatų parametrus ir atskleidžia vyraujančius socialinių darbuotojų profesinio funkcionavimo modelius, kurie rodo socialinių darbuotojų profesinės veiklos motyvacijos lygmenį. PAGRINDINIAI ŽODŽIAI: socialinis darbas, profesinės veiklos motyvacija, nuostatos dėl savo gebėjimų ir aplinkos. AbstractThe focus of this article is on the personality of a social worker as most qualified representative of the profession. The task of the article is to explore social worker's personal agency and context beliefs as a factor to increase the motivation of social worker's professional activity. The methodological basis of the research is the Concept of Effective Functioning (Motivational Systems Theory, Ford, 1992). The talk -interview was used to gain factual information about social worker's capability beliefs related to the main elements of problem solving process. To explore social worker's context beliefs, a construct embracing essential factors characteristic to social organizations was made. The research provide information about the mentioned parameters of the beliefs and reveal the dominating patterns of social workers' professional functioning indicating the level of their motivation. KEY WORDS: social work, motivation of professional activity; personal agency and context beliefs. ĮvadasSocialinis darbas, jo sritys, turinys, profesinės veiklos funkcijos yra veikiami besikeičiančių socialinių, ekonominių, politinių ir kultūrinių sąlygų. Socialinio darbo profesija, jos įgyvendinimo uždaviniai ir strategija neišvengiamai siejami su socialiniu darbuotoju -labiausiai kvalifikuotu savo profesijos atstovu. Socialinio darbo profesionalizacijos procese ryškėja žmogiškojo veiksnio svarba. Nūdienos Lietuvos socialinio darbo kokybės aktualijos skatina iš naujo pažvelgti, pažinti ir suprasti profesijos subjekto funkcionavimo, įgyjančio vienokį ar kitokį profesinės

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“…Kituose šaltiniuose teigiama, kad darbuotojų subjektyviai suvokiama asmeninė gerovė turi įtakos jo profesinėms atliekamoms funkcijoms, finansiniams ištekliams (Liniauskaitė, Kairys, Urbanavičiūtė, Bagdonas ir Pakalniškienė, 2012). Pažymėtina, kad kalbant apie valstybės lygmenį iškeliamos sąsajos tarp asmens gerovės ir jo demokratinių nuostatų, dalyvavimo socialiniame gyvenime, tolerancijos ir bendruomeniškumo (Bulotaitė, Pociūtė, Bliumas ir Dovydaitienė, 2012;Gustainienė, Pranckevičienė, Bukšnytė-Marmienė ir Genevičiūtė-Janonienė, 2014).…”

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“…Gilinantis į darbuotojo gerovę atskleista, kad šiame kontekste gerovė gali būti suprantama kaip optimaliai funkcionuojanti psichologinių, organizacinių ir socialinių (aplinkos) veiksnių visuma, suteikianti teigiamą emocinį ir kognityvinį patyrimą, kurį asmuo subjektyviai reflektuoja (Gustainienė, Pranckevičienė, Bukšnytė-Marmienė ir Genevičiūtė-Janonienė, 2014). Pažymėtina, kad specifiniame kontekste vartojama asmens gerovės sąvoka įgauna skirtingas prasmes, todėl galima kalbėti ir apie materialinę gerovę, ir apie profesinę gerovę.…”

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Subjective Well-Being of Physical Education Teachers and Its Connection to the Attitude towards Social Communication

Kardelienė

Šarkauskienė

Masiliauskas

2017

PED

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This article analyses the subjective well-being of physical education teachers as well as its connection to the manifestations of attitude towards social communication that can impact educators’ professional activities. In order to carry out the research an independent sample of physical education teachers was constructed. The method of written questionnaire was used. The results allowed to make conclusions on teachers’ subjectively evaluated personal and social wellbeing. It was discovered that those with less work experience and more frequent exercise during their leisure time tend to be more optimistic about their personal wellbeing. Additionally, male physical education teachers were more optimistic about personal wellbeing over the past four weeks than their female counterparts. More optimistic teachers more often support open expression of discontent and rudeness during communication with other people and nagging in the social life. The results show that overall performance of physical education teachers can be guaranteed by their involvement in health-improving activities carried out in their work places, since the well-being of these specialists can be considered as a determinant for life-long health promoting physical activity for the members of society.

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Darbuotojo gerovė ir pozityvi darbo aplinka : integruotas teorinis modelis

Cited by 3 publications

References 28 publications

Unveiling organizational appeal in Lithuania: A study on employee perceptions of organizational attractiveness as an employer

Unveiling organizational appeal in Lithuania: A study on employee perceptions of organizational attractiveness as an employer

Nuostatos Kaip Socialinio Darbuotojo Profesinės Veiklos Motyvaciją Skatinantis Veiksnys

Subjective Well-Being of Physical Education Teachers and Its Connection to the Attitude towards Social Communication

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