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.

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. [...]

The main aim of the article is to disclose employees’ expectations towards their ideal leader in Lithuanian health care organizations. According to the results of the empirical research, employees from health care organizations perceive the task-oriented leaders who are also able to perform a representative role as ideal ones.

Participatory action research is a quite new approach to research in Lithuania. The aim of an article was to disscuss the potential and challenges of participatory action research while implementing it in Lithuanian organizations. The qualitative approach was chosen for the study using the method of Focus groups. 20 researchers from social and biomedicine sciences from six institutions of High education in Lithuania participated in the study. The results of the study showed that participatory action reasearch is seen as an approach with many possibilities because of a wide range of used methods, constant interactions with research participants and the lenght of the research process. Researchers value the possibility to access organization at the begining, during research process and evaluate the effectiveness of the changes after the process. The research challenges are associated with the competence of a researcher including his/her sensitivity during process, ability to involve active participation of organization members in the ongoing process by creating safe and trusting environment. Some specific challenges associated with Lithuanian organizations are organizations‘ tiredness of researches and lack of faith of the benefits of researches because of some previous experiences.

The main aim of the article is to disclose uniqueness of particular leadership theories: to compare them by 3 aspects (labels of leader and subordinates, criteria for leadership effectiveness). Review of scientific literature proposes that researchers in this area prefer integration to quantity. Integrated model for the assessment of leadership effectiveness includes leader, subordinate, relationships between them and context.

The article analyses psychosocial factors allowing to predict the attitude towards organizational development among employees of social enterprises. The analysis is given regarding the type - state or private ones - of enterprises.