Tyrimai rodo, kad darbuotojų elgesį darbe lemia darbo motyvacija. Paprastai motyvuotam asmeniui natūraliai norisi dirbti, tačiau dėl stiprios motyvacijos dirbti šis noras gali tapti nekontroliuojamas. Asmuo gali pernelyg sureikšminti darbą, – tai skatina peržengti savo galimybes. Vis dėlto į kai kuriuos šios srities klausimus neatsakyta. Darbo motyvacijos ir darboholizmo ryšys vis dar susilaukia prieštaringų vertinimų. Atsakyti į tam tikrus klausimus gali padėti tyrimų išvadų sujungimas atliekant kiekybines literatūros analizes. Ankstesnėse kiekybinėse literatūros apžvalgose ryšys tarp darbo motyvacijos ir darboholizmo buvo aptarinėjamas retai ir gana siaurai, todėl pagrindinis šio straipsnio tikslas buvo sistemiškai apžvelgti mokslinę literatūrą apie darbo motyvacijos ir darbuoto jų patiriamo darboholizmo ryšį. Mokslinių straipsnių paieškai buvo naudo jamos penkios mokslinės duomenų bazės internete (ScienceDirect, MEDLINE, Business Source Complete, Academic Search Complete ir Emerald Insight). Mokslinių publikacijų tinkamumas analizei buvo vertinamas trimis etapais – paeiliui per žiūrint jų pavadinimus, santraukas ir visą tekstą. Į sisteminę analizę įtrauktos publikacijos, atitinkančios du pagrindinius kriterijus: pristatomas empirinis kiekybinis tyrimas; straipsnyje analizuojamas ryšys tarp darbo motyvacijos ir darboholizmo. Paieškos metu rasti 3293 straipsniai. Pagal nustatytus atrankos kriterijus į sisteminę analizę įtraukta 10 publikacijų. Nustatyta, jog darboholizmo kontekste tyrinėjama tiek išorinė, tiek vidinė darbo motyvacija. Sisteminės analizės rezultatai rodo, jog bendras išorinės darbo motyvacijos konstruktas (taip pat dvi šio konstrukto di mensijos – perimta ir integruota reguliacijos) sulaukė daugiausiai vienareikšmiškų rezultatų. Kitaip tariant, išorinė darbo motyvacija yra pagrindinis darboholizmo atsiradimo ir vystymosi tikimybę didinantis veiksnys. Nors vidinė darbo motyvacija mokslininkų tyrinėta dažniausiai, tačiau visuose tyrimuose buvo vertinama prieštaringai: dalis autorių patvirtino teigiamus, dalis – neigiamus arba statistiškai nereikšmingus vidinės darbo motyvacijos ir darboholizmo ryšius. Apibendrinant nustatytus darbo motyvacijos ir darboholizmo ryšius galima teigti, jog darboholizmo vystymuisi svarbi darbuotojų patiriamos motyvacijos rūšis. Tyrimo metu nustatyta, jog darboholizmą patiriantys asmenys motyvuojami ne darbo suteikiamo malonumo, o tam tikros išorinės naudos, ypatingai susijusios su savivertės kėlimu, neigiamų emocijų reguliavimu. Motyvuoti darbuotojai paprastai organizacijų vertinami labai palankiai. Kita vertus, stipri darbo motyvacija (ypač išorinė) yra darboholizmo rizikos veiksnys, todėl siekiant išvengti darboholizmo, organizacijos turėtų atkreipti dėmesį į darbuotojų motyvavimo sistemas. Užuot apdovanodamos perdėtai sunkų ir intensyvų darbą, organizacijos darbuotojus turėtų skatinti ilsėtis ir palaikyti balansą tarp darbo bei asmeninio gyvenimo.

The results of the studies that examine the link between organizational aspects and employees’ workaholism are scattered and far from consistent. Therefore, the principal purpose of the current paper is to systematically review the scientific literature on the relationship between organizational factors and employees’ workaholism.

Some of the authors proposed that organisational factors play an important role in the context of employees’ workaholism. Therefore, the principal purpose of the paper is to systematically review the scientific literature on the relationship between leadership behaviours and employees’ workaholism.

Changing business environments require a different leadership. Global information technology (IT) leaders must demonstrate in-depth competencies in technology and business as well as softer interpersonal skills. Studies provide disputed evidence regarding the psychological factors that contribute to a leader’s efficiency. This study analyses what the most important competencies for effective IT leadership in local and global IT organisations are. An integrative literature review was used to examine and summarise previous research in global IT literature. The competencies’ framework, containing three levels (core traits, personal character, and ability) and four dimensions (intercultural, interpersonal, global, and global organisational) (Kim & McLean, 2015), was chosen to examine psychological factors that contribute to IT leadership effectiveness. The results show that features related to adaptation of the cultural environment are significant for a global leader. Personality traits (extraversion, awareness, and openness to experience), characteristics (self-esteem, self-efficiency, global mindset, and motivation), and abilities (communication skills, leadership style, and experience), within the organisational context are related to higher leadership efficiency. Local and global leaders differ in the significance of social intelligence (IQ, EQ, and CQ). Sufficient educational interventions can improve an individual’s effectiveness regarding global leadership challenges. This study discovers guidelines for development and education of IT leaders which include strengthening personality traits related to performance, utilising communication gaps, leveraging cultural differences, promoting trust and motivation, fostering leadership roles and attitudes, composing teams based on teamwork and task work, and modelling and practising other critical competencies for global leadership through cross-training.

Objective. Recent studies have confirmed that social trust is one of the most important correlates of well-being in different populations and contexts. However, there is a lack of research on this relationship in the context of migration. Therefore, this study aimed to evaluate the importance of several social trust indicators for well-being of Lithuanians and Lithuanian emigrants and to compare this relationship in both groups taking into account their social and demographic characteristics. Methods. One thousand two hundred and nine Lithuanians (52.2 % Lithuanian emigrants; 19.9 % males) participated in the cross-sectional online survey on a voluntary basis. Emotional, social, and psychological well-being was measured using the short form of Mental Health Continuum Questionnaire (MHC-SF, Keyes, 2009). The sense of general trust in people and social trust in different governmental and public institutions was measured using 12 separate questions based on the European Social Survey. Results. Lithuanian emigrants reported higher trust in institutions and higher emotional, social, and psychological well-being; meanwhile, non-migrants had higher general trust in people compared to emigrants. Higher trust in various institutions was an important factor in the prediction of higher emotional, social, and psychological well-being of Lithuanian emigrants and of higher psychological well-being of Lithuanians who stayed in their home country. Emotional and social well-being of non-migrants was explained by higher general trust in people, higher trust in institutions and higher levels of family income. Social trust variables showed the highest predictive value in all regression models. Conclusion. Thus, social trust (especially trust in institutions) is an important predictor of well-being in Lithuanians and Lithuanian emigrants.

Background. Academic literature has shown that working conditions created by ethical leaders might have positive as well as negative consequences for the employees. Research has revealed that it might contribute to employees’ workaholism and occupational burnout, but this relationship is still controversial. Purpose. The aim of the this study was to investigate the significance of a perceived ethical leadership style for the relationship between employees’ workaholism and occupational burnout. Method. The study involved 302 (41 men and 261 women) employees working in different Lithuanian organizations. A perceived ethical leadership style was assessed with the help of Brown, Trevino, & Harrison’s (2005) questionnaire. The 10-item Dutch Work Addiction Scale developed by Schaufeli, Taris, & Bakker (2009) was used for the measurement of workaholism. Occupational burnout was measured using Copenhagen Burnout Inventory by Kristensen, Borritz, Villadsen, & Christensen (2005). Results. The results revealed that workaholism, personal and work-related burnout of employees who consider their leaders as more ethical is lower than of those who consider their leaders to be less ethical. Relationship between client-related burnout and excessive work of the employees who consider their leaders as more ethical is weaker than of those, who consider their leaders to be less ethical. Conclusions. Overall, the findings support that employee attitudes towards their leader are important for the occupational burnout and proneness to workaholism. Therefore, an ethical leadership style must be considered when addressing physical and psychological well-being of employees.

The aim of the paper is to briefly describe and compare the main individual career resources and competencies proposed in the most acknowledged contemporary career frameworks. The findings of literature review suggest some valuable insights for future research and practice in the field of career management.