Zilvinas Zidonis

Recent scholarly works in the field of organizational behavior highlight the critical importance of understanding the variables that contribute to employee flourishing. However, these variables are still under-researched while this information can contribute to the improvement of management practices. The purpose of this study was to explore the role of psychological capital as a moderator between personality traits and flourishing. The sample consisted of employees (n = 155) working full-time in various Lithuanian private organizations. The data were collected online through professional networks. Participants completed measures assessing the Big Five personality traits (BFI-2), psychological capital (self-efficacy, hope, optimism, resilience) (PCQ-24), and flourishing (FS). Correlation, multiple regression, and moderation analyses were conducted. Results demonstrated that extraversion, agreeableness, conscientiousness, and openness were positively associated with flourishing, whereas neuroticism was negatively associated. Together, these traits explained 68.5% of the variance in flourishing. Examining psychological capital, extraversion, agreeableness, and openness emerged as positive predictors, while neuroticism was a negative predictor, accounting for 47.9% of the variance. Within psychological capital, optimism, hope, and self-efficacy significantly predicted flourishing, explaining 59.4% of its variance; resilience, while correlated, was not a significant predictor. Notably, psychological capital moderated the relationship between extraversion and flourishing: individuals high in extraversion and psychological capital reported enhanced flourishing. From a management perspective, interventions that strengthen psychological capital may be especially beneficial for employees high in extraversion, potentially fostering greater well-being, work efficiency, and productivity.

The journey of modern management ideas to the public sector in post-socialist countries is expected to be hampered by several barriers. This paper aims to justify the need to implement management innovation practices for public sector organizations. The study was conducted using the method of typological analysis to determine the organization of managerial innovations; modeling method to determine the conceptual model and the position of the travel of management ideas to the country. As a result, a conceptual model was proposed, including elements of the internal and external control environment. Conclusions are given on the barriers that affect the choice and acceptance of management ideas. The article extends current research understanding of man-agreement innovation in the public sector in the region by specifically addressing the success, or failure, of the travel of modern management ideas to it and outlines key barriers to modern management adoption ideas in the public sector.

Acknowledgment
The research was funded by the Lithuanian Council of Research grant S-MOD-17-15.