Organizacijų vadyba: sisteminiai tyrimai / Management of Organizations: Systematic Research 2011, nr. 60
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; Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universiteto leidykla, 2011, T. 60, p. 29-43The article analyses the issues of defining managerial competencies. Having analyzed research literature, competencies were classified by the models of managerial competencies into three blocks: professional (application of knowledge and skills), social (effectiveness of social behaviour, ability to adapt to changes) and personal (combination of self-assessment skills and personal traits). Evaluation of these competencies has been made on a basis of the survey of Western Lithuania region business companies’ managers thereby defining the key managerial competencies (as perceived by the managers) of a management professional.178 119 ; Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universiteto leidykla, 2011, T. 60, p. 45-62Corporate governance in this paper is analyzed in a systematic framework as a multilevel process, in which many subjects with diverse interests are being involved. In order for corporation to function efficiently those diverse interests have to be aligned. This results in corporate governance being a highly sophisticated and expensive process, which can be run by skilled professionals. Therefore the basic question arises – how to measure the quality of corporate governance? Despite the fact that the problem is being analyzed for well over one hundred years, the sole answer to the question does not exist. It is obvious that since the separation of ownership and control the ones in control of corporations, who should be acting as stewards of other peoples’ money and wealth, were not only tempted but also able to take advantage of the position they were in at the expenses of the owners, workers and the rest. Merely the existence of such a possibility resulted in the increased discount of corporate valuation. On the other hand side the effective solution of the problem – introduction of corporate governance – generated the substantial costs of its own. Therefore it became crucial to evaluate the quality of the corporate governance and to understand from what it is derived, in order to estimate, if it is worth investing in. The article analyses traditional approaches to assessment of company corporate governance in the research papers of R. La Porta, F. Lopez-de-Silanez, A. Shleifer (1998), A. Dittmar and J. Mahrt-Smith (2007), P. A. Gompers, J. L. Ishii and A. Metrick (2003), L. Bebchuk, A. Cohen and A. Farrell (2009), R. P. C. Leal and A. L. Carvalhal-da-Silva (2005), B. S. Black, H. Jang and W. Kim (2006), and others, revealing their methodological differences. The authors compare methods used for assessment corporate governance practices, and introducing the specifics of application of index instrument. [...]73 85 406 189 ; Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universiteto leidykla, 2011, T. 60, p. 141-153The paper presents approaches to enterpreneurship education, formulates the principles and aims of enterpreneurship education content as well as defines the structure of enterpreunership education content. The authors analyse the ways and means how to realize enterpreunership education content and propose recommendations for their employment in concrete situations.104 89 104 108 ; Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universiteto leidykla, 2011, T. 60, p. 13-28Nowadays when women not only take care of the house, but also actively participate in career development the ability to reconcile work and family commitments has become perhaps the most difficult task. Purpose. The aim of the present study is to examine the relationship between job satisfaction and work and family interactions (both types and directions), the impact of social support upon the relationship is also taken into account. Methods. The study included 154 subjects: 100 women and 54 men, living in Kaunas city (Lithuania) and working in a service sector. All of the respondents are married or living with a partner. Workfamily interaction is assessed using the work-family interaction scale (SWING, Geurts et al, 2005). Job satisfaction was assessed according by E. Spector’s (1994) Job Satisfaction Survey. The perceived social support is assessed by the Social Support Behaviors (SS-B) Scale (Vaux, Riedel, Steward, 1987). Results and conclusions. The study found that higher overall job satisfaction was associated with a reduced work-family conflict and increased positive work-family interaction. The results also showed that the greater satisfaction of supervision, contingent rewards, coworkers, nature of work and communication was associated with lower negative work-family interaction. Increased positive workfamily interaction is associated with satisfaction of pay, promotion, supervision, contingent rewards and the nature of work. Meanwhile, negative family- work interaction negatively correlated with satisfaction with the nature of work and communication while positive work-family interaction positively correlated with satisfaction with contingent rewards and the nature of work. Overall job satisfaction is revealed by reduced negative work-family interaction and increased positive work-family interaction. Research in this area should be expanded. [...]218 144