Successful functioning of an organization, especially agricultural one, implies the necessity for a properly organized system of employee health and safety. The system will function properly only when employees perceive organizational safety processes and procedures as a part of their behavior at work. The purpose of this study with reference to scientific literature and empirical research to determine the main factors that predict higher safety climate in organization. 961 employees from a large Lithuanian company of agricultural industry participated in the survey. The study was conducted using Sexton’s Safety Climate Questionnaire and two scales from Copenhagen Psychosocial Questionnaire. The analysis of data via Structural Equation Modeling confirmed the theoretical model of psychosocial safety climate antecedents. The findings of the study showed that employee trust in management had higher predictive value as compared to workplace commitment, and that the leader’s role in promoting safety in an organization is more important than employee attitudes or declared safety-related orders and procedures in the organization.

Recently business ethics has become a hot question in different organizations from service, manufacture, agriculture and other sectors. Ethical leadership was proposed as a suitable solution for the development of ethics culture in organizations. Some of the previous studies foundthatmanagers‘ perceptions of their leadership style ethics have significant effects on employees‘ attitudes to it.How-ever, the studies on this fieldhave been quite rare;the results are inconclusive. Thus, theaim of this study was to investigate the relationship between the approaches of managers and employeesabout the ethical leadership style. The study involved 30 managers and 242 subordinates working in different Lithuanian organizations. A perceived ethical leadership style was assessed with Brown(2005b) ques-tionnaire. The study confirmed thatthere is alinear relationship between analyzed variables: the more managers perceive their leadership style as ethical, the more employeesperceive their managers as ethical, too.

Both scientists and practitioners acknowledge leadership as a key predictor of success in organizations. Leaders’ values could be a significant criterion for the analysis of changes in leadership recently. This study aims to investigate changes in leaders’ values over time among Baltic countries. The results of the European Social Survey (ESS) showed that leaders’ values did not significantly change over time (from 2008 to 2016). However, the expression of values significantly differed between leaders of different countries.

The paper examines the relationship between the Dark Triad personality traits and leadership outcomes from the perspective of Generation Z. A quasi-experiment with hypothetical leaders’ scenarios as stimulus was applied in this empirical research.

The Full Range Leadership Model (Avolio, Bass, 2004) is one of the most popular leadership theories, while the Dark Triad (Paulhus, Williams, 2002) has become the most researched personality model that describes the “dark side” of personality. However, despite the popularity, there is still a lack of evidence about relationship between Dark Triad traits and Full Range Leadership styles. Besides, researchers confirm the need for reliable and valid instruments that could be used in such empirical studies. Therefore, the aim of this study was to evaluate the validity and reliability of scenarios that were developed and used to reveal the relationships between leaders’ Dark Triad traits and Full Range Leadership styles in the perception of potential employees. Methods. 40 students from psychology Bachelor’s and Master’s programs participated in this research (90% females, mean age – 24.90 (SD=5.52)). Five scenarios were developed to represent hypothetical leaders with different patterns of Dark Triad traits expression and were used as stimuli material for this quasiexperiment. Participants were asked to read one out of five scenarios and to fill in two questionnaires about the hypothetical leader: the Dirty Dozen scale (Jonason & Webster, 2010) to assess Dark Triad traits, and the Multifactorial Leadership Questionnaire (Avolio & Bass, 2004) to assess leadership styles and outcomes from Full-range leadership model. Data were collected via online survey. Results. All developed scenarios showed high reliability. However, results confirmed construct validity in only of four out of five scenarios. Relationships between Dark Triad traits and Full Range Leadership styles, and Dark Triad traits and leadership outcomes, were not significant. Conclusions. Developed Dark Triad leader scenarios could be an original and useful instrument for leadership psychology research. Some revisions should be made before the future usage of them.

The study was oriented to identify the main risk and safety factors for the professional burnout among university teachers in Lithuania. 257 participants filled up a self-administered questionnaire in a cross-sectional survey. 42.8 percent of university teachers in Lithuania indicated that are often or permanently suffering from professional burnout. Quantitative and emotional demands alongside with perceived social support from a supervisor acted as risk factors, and personal resources and social support from colleagues – assafety factors for the professional burnout.

Traditions and possible alternatives of the evaluation of leadership effectiveness are analyzed in the article. The empirical research aimed to establish differences between behavioral and transformational leadership methods for the evaluation of leadership effectiveness and to analyze leadership effectiveness’ (according to subordinates) relations to work motivation and commitment.

The authors of the article aim at analyzing such a feature of the leader’s personality as risk propensity and its links with real risky behavior. Empirical research enabled to evaluate the significance of different situations to risk propensity and risky behavior.

Leadership domain is attributed to long-term prospects in a modern successfully functioning organization. But practitioners and researchers are lacking for broadly applicable complex instruments that would also be reliable and valid to assess leaders’ leadership e.ectiveness. Therefore this research has been targeted to evaluate psychometric properties (reliability and validity) of Modi(ed Leadership E.ectiveness questionnaire Lithuanian version. Method. The research involved 200 Lithuanian employees from various organizations (60 of them participated in the second measurement and 37 were used for test-retest analysis). All respondents (lled up a questionnaire consisting of Modi(ed Leadership E.ectiveness questionnaire (Heck et al., 2000), N. F. Mott’s (1971) proposed situations to evaluate leadership e.ectiveness (according to Chauhan et al., 2005), Global Transformational Leadership scale (Carless et al., 2000), propositions about employee work motivation (Geneviciute-Janoniene, A. Endriulaitiene, 2010), L. W. Porter et. al (1974) questionnaire of organizational commitment (according to Yousef, 2003) and socio-demographic questions. Results. The research results showed that Modi(ed Leadership E.ectiveness questionnaire was highly reliable. Besides, stability of the test-retest results was an important feature of this instrument. Construct validity was con(rmed by statistically signi(cant correlations between two instruments of leadership e.ectiveness’ measurement and by proved relations between leadership e.ectiveness and transformational leadership, subordinates’ work motivation, organizational commitment. Conclusions. [...]

Background, purpose. Lithuania is named as a leader among other countries in European Union for the number of death on road accidents. Risky behavior of a driver is identified as the main reason for such situation. In this context appropriate and reliable evaluation of risky driving is very important. Practitioners and researchers are lacking for broadly applicable complex instruments that would also be reliable and valid to assess risky driving. Therefore, the main aim of the research was to evaluate psychometric properties (reliability and validity) of Driver behavior questionnaire Lithuanian version. Method. The research involved three groups of participants (young, professional drivers and mixed by age group). The whole sample consisted of 942 drivers. Respondents filled up a questionnaire consisting of Driver behavior questionnaire (Parker et al., 1995), exact questions about remembered accidents on road. 40 participants from young drivers’ group tried driving simulator. Some other questionnaires were added in order to evaluate drivers’ personality traits, attitudes towards risky driving. Results. The research results showed that Driver behavior questionnaire was highly reliable. Besides, stability of the test-retest results was an important feature of this instrument. Exploratory, confirmatory factor and correlation analysis suggested two factor solution for this instrument. Content and criterion validity was confirmed by statistically significant relations between risky driving and aggressiveness, neuroticism, risky attitudes, remembered accidents on road (positive correlations), conscientiousness (negative correlations). Conclusions. In summary, Driving behavior questionnaire Lithuanian version can be labeled as an instrument with appropriate psychometric properties for future research in risky driving field and for application in practice. [...]