Rita Bendaravičienė
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Organizational attractiveness: an empirical study on employees attitudes in lithuanian business sector
Irena Bakanauskiene , Rita Bendaravičienė , Laima Barkauskė doi: http://dx.doi.org/10.21511/ppm.15(2).2017.01Problems and Perspectives in Management Volume 15, 2017 Issue #2 pp. 4-18
Views: 1917 Downloads: 3582 TO CITE АНОТАЦІЯMeasurement 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.
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Guidelines of integrated management solutions: volunteers’ emotional intelligence, intercultural training and work productivity
Rita Bendaravičienė , Jolita Vveinhardt , Ingrida Vinickyte doi: http://dx.doi.org/10.21511/ppm.17(2).2019.31Problems and Perspectives in Management Volume 17, 2019 Issue #2 pp. 404-414
Views: 1045 Downloads: 170 TO CITE АНОТАЦІЯThe relevance of the research presented in the article is based on the results of studies of the last few decades, which show the increasing involvement of volunteers in various social and cultural areas of activities, but it should be emphasized that the involvement of volunteers could be even higher. However, there are considerable challenges in the area of volunteer work management, especially when analyzing the issues of emotional intelligence education, development of intercultural competence to increase work productivity.
The aim of this paper is to establish the guidelines of integrated management solutions for the increase of work productivity via the development of emotional intelligence and intercultural training of volunteers.
The aim was achieved not only based on the analysis of scientific literature, but also on the results of previous researches carried out by the authors of the article, i.e. a qualitative study interviewing individuals working with volunteers coming to Lithuania from foreign countries (N = 7) and a quantitative study in which the volunteers were surveyed (N = 174).
The paper, as a result, presents guidelines for the development of emotional intelligence and intercultural competence based on the concept of the expanding efforts by organizations that send, receive and coordinate volunteers. Four intersecting pairs of criteria for emotional intelligence and intercultural competence have been identified, the integration of which could serve to increase work productivity of volunteers in foreign countries.
The value of the article is based on the proposed new idea of integrating emotional intelligence and intercultural competence in order to increase work productivity of volunteers; additionally, it presents their development guidelines for organization management specialists. This study is focused on the integration of emotional intelligence and intercultural competence and identification of interrelated components. For this reason, it would be beneficial in the future to elaborate on the mechanism of how volunteers are prepared for foreign missions with the help of activities by the coordinating, sending and receiving organizations.
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